Cadence Design Systems: Down on Growth

This is the first time that Cadence, a regular in the Top 5 list, slipped, also from the Top 10. At #14, Cadence, one of the pioneers in the Indian semiconductor design industry, is finding it tough to manage its human resource despite all the right intentions.

		High Ratings Industry Rank Relevance of perks and benefits 5 Adequate pay for work done 8 Fairness of appraisal system 6 Low Ratings Clear goal definition 13 Growth opportunities 11 Recognition for outstanding work 16 Best Showing Perks & benefits 1 Facilities/resources/support/intranet 2 Salary & compensation 3
Sameer Wadhwa, director, HR

Cadences fall reiterates what industry captains are now beginning to realizeyou cannot buy employee satisfaction only with a big pay package and by caring for them. Cadence has usually been a good paymaster. In fact, in all the parameters that are not directly work relatedsalary, perks, flexible work environment, and facilities provided employees have shown satisfaction. But when it comes to growth, clear goal definition, and recognition of work done, they are dissatisfied. Cadence has slowed down on growth, which in turn is limiting its employees growth.

Accel Frontline: The Domestic Champ

Accel Frontline is a domestic focused company and not a very high profile one at that. Yet, its featuring year after year on the best employers list reveals its focus on employee satisfaction.

Like most small companies, what pulled down Accel Frontlines overall rank is its rating on areas such as fairness of companys business practices and positive work culture. However, the fact that it scores so high in actual work-related areas such as feedback from managers, managers concern about subordinates, and growth opportunity shows that it is an efficient task-oriented organization.

		High Ratings Industry Rank Regular and constructive feed back from manager/superior 4 Managers concern about growth of subordinates 5 Work-life balance 5 Low Ratings Fairness of business practices 14 Positive work environment 16 Adequate pay for work done 18 Best Showing Appraisal system 1 Interpersonal relationships 1 Policies & procedures 2
M Ramesan, VP, HR

With over 1,782 employees on its rolls, Accel has been able to retain its team of core managers, which it considers as one of its biggest strengths. One of the biggest challenges for Accel would be retaining its infrastructure support staff, which comprises around 67% of its total workforce.

Ness Technologies: On HR Strength

Ness Technologies re-entered the DQ Top 20 ranking, driven primarily by its impressive score in HR practices, most of which have been initiated recently, like Ness e-spa, a program that allows employees to call a third party partner directly to discuss any professional/personal problem.

		High Ratings Industry Rank Regular/constructive feedback 11 Adequate pay for the work done 11 Work-lite balance 13 Low Ratings Recognition of special initiatives and efforts during appraisal 17 Relevance of the appraisal system 17 Fairness of the appraisal system 18 Best Showing Flexibility of office hours 2 Location 3 Technology one is working on 4
Sudhir Saran Singh VP, HR

The biggest dissatisfaction area for Ness employees was its appraisal system. Ness attributes this to a fundamental change in the compensation system, which has shifted from being completely performance-based to a mix of performance and role maturity-based. Its still-in-progress HR integration with the acquired company, Innova, in Hyderabad could also have pulled down its satisfaction score. The disparate, dedicated development centers for its clients are significantly influenced by the HR culture of the client company, which could have contributed to the relative dissatisfaction of some employees.

Cybage Software: Branding Worries

One of the few privately held companies in the list, Cybage struggles to build a transparent mechanism for communicating management decisions. So, while employees are reasonably satisfied with their personal growth and recognition, corporate policies remain a big hurdle. Also, the companys failure to build media visibility meant little awareness of the brand, affecting employee morale.

On the positive side though, Cybage introduced job rotation, and certification and recognition programs. It also encouraged open-house sessions along with the unit-based new employee interaction. The management claimed that 15-20% of ex-employees joined back in a span of 1-6 months in the last fiscal, but the research finds many willing to leave their jobs for a 20% hike from a reputed company.

		High Ratings Industry Rank Regular and constructive feedback 9 Recognition for outstanding work 10 Managers concern about subordinates growth 12 Low Ratings Relevance of perks and benefits 15 Standards of corporate governance 17 Corporate professionalism with employees, suppliers, and customers 18 Best Showing Organization culture/ work climate 1 Technology one is working on 2 Appraisal system 4
Arun Nathani, CEO

Cybages slip is a pointer to the fact that corporate image now seriously matters for retaining employees.

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