Hero MotoCorp Salaries in Gurgaon / Gurugram

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...tive aura there . However Management decided to mess it up. They announce VRS. VRS was not only targetted at some aged elederly people who are getting fat pay. Rather it was for full company. I have seen people with 5-7 months of experince being fired in name of VRS. There is no guarentee, frankly speaking, as to what they do and when they do. All the HOD's that were there have been fired ( under VRS) . All of them are at good places now but the thing is whatever people are there.... They even themselves dont know how long will they be there . They keep on talking about a VRS list that is coming. So better align yourself if you are going to join this company..... It is indeed a good company with beautiful people abd energetic environment bug what use it is of if the management is ready with a LIST of VRS every now and then.... Savdhaan Rahe Satark Rahe.....

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6 days weeks..... But I have heard that 5 day week is going to be implemented there...

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online consultation Is free from doctor, They are working on safety, renovation. Any other Nothing to say ....

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Salary increament is different on same grade same package 1:1.5 diffrence , promotion is pending of May employees, bell curve is using to increament , Revision in salary pending from 12 years Mediclaim benefits amount Is less 3 lakh

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...lexible work environment is a definite plus > Leave & Other benefits are good > Salary is also good however Variable payour is tricky. > Mutual respect for each other is high. > Job security is good.

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> Unorganised & confused org structure leading to issues in Role clarity, work breakdown and overall expectations. This also results in misalignment with organisational Vision & mission. > Overall Connect with Top mgt. needs real change and redo. Transparency in communication and people engagement needs serious & real intervention. Strategic layer is weak with very little to almost "no" directional guidance as per company's vision & mission. Decision making is slow and orthodox. (Refer sales, Market share, product portfolio for last 5-6 years & you will understand this better.) >HR Policies are good on paper, however implementation at ground level is far away. Hiring & onboarding process is good,however afterwards journey is OYO. Hiring criteria Job Fitment, Transparency on appraisals, Training & Skill development etc. are some of the serious questions and does not comply with laid down policies. > Exit is really painful & chances of you getting a prompt reply from HR team now stands bleak and you will struggle for clarity untill your last working day.Exit interviews are sham, nobody cares or even devote attention on real cause for attrition. > Variable Payout is Tricky and HR will find or rather innovate ways to deduct it during exit, some way or the other with arbitrary/vague justifications. Hence a strong suggestion would be to carefully review your variable component & negotiate accordingly during offer only ( keeping in view of offset amount / possibility of risk ) >Job security is good however my perspective is that because of this ...there is a certain lot of population (especially legacy one's) with too much complacency rider.You might struggle to find the right balance/response/support needed to perform your duties from this section. Even a simple decision sometimes takes months or ages.

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...heir own employee but they will take full advantage of your skill and situation. Pay less and work more. Where in case of on role employees and upper level executive, no work, high pay and no discrimination.

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Lower pay, more work and job security for off-role employees.

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Timely salary, location

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Low Compensation. Growth is slow, work life balance (6 day week). Discrimination (different working hours, different canteens for mid level management). Irresponsive HR team, attempt to follow HR practises of much larger automobile OEMs without understanding the whole scenario is making the life miserable for most employees.