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KPIT Infosystems | |
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Lalani Infotech | |
Sonata Software |
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TechSpan India | |
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Xansa India | |
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Mindtree Consulting | |
Zensar Technologies |
Aptech Training
Considered as one of the five local heroes of the IT training industry by
IDC India, the company’s plus points include a transparent work culture and an
emphasis on high productivity. The total number of its employees in India and
overseas is close to 633. The average number of training hours for each employee
per year was 125 for technical professionals and 45 for marketing professionals.
Salaries are revised once a year. The average increase in salary over the last
year has been by 10%. The attrition as well as retention rates stood at 50% this
year.
Birlasoft
Part of the Birla Group, the company’s core competency lies in the areas
of offshore application development and maintenance, quality assurance and
offshore testing. The company received the SEI-CMM Level 5 certification and was
among the early adopters and practitioners of the Six Sigma process. The total
number of IT professionals across all levels and locations is 586 of which 310
professionals are into software development and systems. On the attrition front,
the company performs far below the industry average with a rate of 33.20%. Its
employee retention rate too is low at 50%.
DCM Data Systems
One of the oldest Indian IT companies, DCM Data Systems, which is into
systems integration and maintenance services, had a high rate of employee
retention at 86% this year. The number of technical professionals in the company
is 231 of a total of 476 working professionals, and their average age is 27
years. The average training hours for technical professionals was 15 days per
year. As per the company’s current policies, salaries are revised once a year,
and the average increase on the cost to company over the year was 8%. Company
policy prescribes a mandatory notice period for employees leaving the
organization and conducts exit interviews.
Ashtech Infotech
The company is into systems integration and software development and has a
total of 217 working professionals in India. The number of IT professionals in
the company are close to 100. The average tenure of both technical and marketing
personnel is four years. As per the company’s current policy, salaries are
revised once every year. The company’s employee retention was high at 80%
while its rate of attrition was 19% compared to the industry average of 12.3%
this year. The company has a two-way appraisal policy and conducts exit
interviews.
Boston Education and Software Technologies
Boston Education and Software Technologies that offers learning and high-end
software solutions, was one of first few Indian companies to have started both
IT education and services in the industry. Started in 1991, the company has a
total of around 167 technical and 57 marketing professionals. As per current
policies, salaries in the company are revised once every year. The company had a
high rate of attrition of 67% this year, while its rate of retention stood at
36%. On both these counts, the company rated well below the industry average of
12.3% (attrition) and 88% (retention). However, this is understandable given
that IT training was among the segments most affected by the slowdown. There was
restructuring in its top management this year.
Emerson Networking
Emerson Network Power is a provider of a range of monitoring software
solutions including remote monitoring over the Internet, UPS and power
conditioning and precision air control services. With a workforce of 297 in
India, the company’s employees have an average tenure of 8.5 years and a
retention rate of 83.23%. The company has cut down certain perks like housing
loans, annual foreign trips and hospitalization cover provided during the
fiscal. Emerson has a training schedule of more than 10 man-days per year. The
company has incorporated the TQM policy into its mode of functioning. It also
promoted about 68% of the employees in the organization this year.
GTL
GTL has a total IT workforce of 245 with an average employee tenure of 1.5
years. Though the attrition rate has been about 29.9%, the company has also
managed a moderate rate of retention of 59.47%. The company had an average of 48
hours of training per employee in a year. The company promoted about 29% of its
employees in the last fiscal. The HR policies of the company include a two-way
appraisal system combined with exit interviews, notice period and bottom 5%
policy.
HCL Perot Systems
This joint venture between HCL and Perot Systems, has 949 employees. It has
set up development centers across India and hiring has been largely dependent on
requirement during the fiscal. They have an attrition rate of 17.3% and have
managed to clock a retention rate of 81.09%. Training has been one of the key
focus areas of the organization, resulting in an average of 141 training hours
per man in the last fiscal. This is quite an impressive figure given that the
prevailing market conditions had resulted in a squeeze on overall spending by
companies. The company has also promoted almost 10.4% of its workforce during
the year without making drastic changes in the packages offered.
iS3C Consultancy Services
Out of its total workforce of 215 employees, iS3C has about 191 IT
professionals. Given a retention rate of 90.1% and an attrition rate of 8.7% the
company believes strongly in training and its programs range from classroom
instructions to hands-on and template-based training and skill building
programs.
This accounts for iS3C clocking an average of 31 hours of training per man in
a year. The average tenure of IT professionals in the company is 2.5 years and
4.9% of the employees have been promoted during the last fiscal.
The major cuts in the package provided by the company has been in the areas
of mobile/residence phones provided and children’s school admissions alongwith
utilities (like electricity, water telephone) bill reimbursement.
KPIT Infosystems
In KPIT, training is a continuous process, and is based on individual
training needs as identified by the employee and his departmental head, specific
project needs, and organizational requirements as identified by management. The
company invested over 11 days per head on training covering technical,
non-technical and general induction training during the first quarter of the
fiscal. KPIT has a total of 257 IT professionals and the attrition rate in the
company is about 48.6%. The retention rate recorded by the company has been
considerably high at 71.84%. The organization has also promoted about 5.4% of
its workforce during the last fiscal.
Lalani Infotech
High attrition and low retention rates proved to be the key factor for the
exit of Kolkata based Lalani Infotech from the Top 20 IT’s Best Employer
rankings this year. Its attrition rate is at 18% (against the overall average of
12.5%). However it is interesting to note that the company says that the average
tenure of its current employees is about 10 years (among the highest in the
sample) and the average age of its current employees is about 30 years. The
company is in the IT distribution space and has a large number of service
engineers (typically in the 25-30 years range) in its workforce.
Mascot
Low average CTC, high attrition and not so good retention percentages worked
against the company. With a CTC of 4.5 lakh, Mascot is at the bottom rung of the
sampled companies. Compare this with the top pay masters like Wipro, Sun and
Adobe with a plus 10 lakh average package. Also, the final score for Mascot fell
due to the just above average attrition rates of 13% and below retention rates
of 83%. But on the training front, Mascot with 197 days of average training per
employee scored quite high on the list beating the likes of TCS, SAP and Satyam.
Mastek
An attrition rate on the higher side and a low retention rate pushed Mastek
out of the list of the country’s Top 20 best IT employers. The CMM level 5 and
People-CMM level 3 company has an attrition rate of 14% and retention rate of
83% compared to toppers like TCS, Infosys and Wipro with less than 6% attrition
rates and retention rates of over 90%. Another sore point was its investment in
training. Its training average of 69 days per employee scores very poorly
against the plus 200 days for companies like Wipro, SAP and Infosys.
Mindtree Consulting
The Ashok Soota promoted Mindtree Consulting could not make it to the top 20
best IT employers list. The three year old company did not make it due to the
low average tenure of employees (1.4 years) and the lower rankings on the
average training per employee. However, in terms of other parameters, the
company is at par with the industry and the top employers’ averages. The
company has a high retention rate of 92% and a very low attrition rate of less
than seven percent. While average salary for employees at Rs 6.2 lakh is at par
with the likes of Infosys, but is low when compared to the likes of Wipro, SAP
and Philips.
Moser Baer
While the optical media and devices manufacturer-cum-exporter made waves in
terms of stupendous revenue growth and first-time Top 20 ranking, it could not
make it to the top 20 IT employers’ list. The key culprits were the percentage
of employees promoted at a mere 4.1% and average salary, pegged at Rs 5.7 lakh.
However the company scorea very low attrition rate of 6.65% and a high retention
rate of 92%. Part of the reason for these scores was Moser Baer’s high
investments in training its employees which was 142 hours per man.
Patni Computer
Mumbai based Patni Computer is a global provider of IT consulting and
implementation services, turnkey projects and onsite technical services. The
company has a presence in the insurance, financial services and manufacturing
verticals and is planning a foray into the business process outsourcing (BPO)
space. The company’s attrition rate is 6.2 against the industry average of
12.5. Naturally, its retention rate too is high- 92.7% as against the industry
average of 88%. At 2.7 years, the average tenure of its employees however, is
lower than the industry average of 3.5. Out of its 4069 employees, 3074 operate
from Mumbai.
Polaris Software Services
Ranked among the Top 25 Best Employers in the country by Hewitt Associates
and Business Today, Polaris has been assessed at CMMI ‘Level 5’. Polaris has
2665 professionals spread all over the world, who develop and maintain
mission-critical application software. They have also launched their first
Business Continuity Center (BCC) in Singapore as part of their ongoing global
growth strategy. The company does chalk out training programs and clocks an
average of 20 hours per man. Polaris has an attrition rate of 9.53% alongside a
retention rate of 91.9%, which is considerably good given industry standards.
RM Software India
RM Software India is a global IT services company providing Geographic
Information Systems (GIS) and spatial solutions, and application software
services. The company also offers solutions in natural and technological hazard
risk management. RMSI’s service offerings range from database development and
update, to geo-coding, image processing, remote sensing, application development
and consulting. The company has 683 employees out of which 549 are technical
professionals. The average tenure of employees is 3.3 years and the company’s
retention rate is 82.9%.
Satyam Computer Services
Satyam has 8,571 IT professionals working to provide customized IT solutions for
companies in several industry sectors. Satyam’s SEI-CMM Level 5 assessment
reflects its commitment to quality processes and products. Satyam has an average
of 66 hours of training per man each year. The company has also recorded a
retention rate of 90.8%. Satyam also applies its process approach to free up the
customer’s intellectual property for better tasks. This not only adds value to
the customer but also helps retain the volatile human resource with the
incentive of working on better and newer technologies that affect the customer’s
industry.
Selectica
Selectica provides e-business solutions for large B2B and B2C sites and other
web-enbabled businesses. The company has a total of 179 IT professionals working
in India while worldwide, the company has over 500 professionals. Major
recruitment for the company was undertaken in the period between Jan 2000 and
Jan 2001. The average training hours given to any technical professional is 193
hours per year. Of which 20 hours are set aside for soft skills. Salaries in the
company are revised every year. The average annual CTC during in less than two
years is 2.37 years. The HR policies of the company consist of - the bottom 5%
policy, notice period, exit interviews and severance policy. The company’s
rate of attrition was 33.6% while its retention rate was 66% during the period,
2001-02.
Serviont Global Solutions
Serviont Global Solutions offers a suite of Contact Center products and Systems
Integration capabilities. The suite consists of a range of products like
Response Application Platform (RAP), CRMs (Contact Center Desktop applications),
Web Suite of products (Chat, Co-browse, Email response management, Voice over
IP) and Internet Banking.
Serviont has customized its products and services range for verticals like
banking and finance, hospitality, telecom, transport as well as government
organizations. The average tenure of the company’s employees is 1.6 years,
much lower than the industry average of 3.5 years. The attrition rate in the
company is 9.7%.
Siemens (SISL)
A provider of information and communication solutions, Siemens employs more
than 1200 IT professionals across the country. The HR strategy has been moving
up the value chain with a business and people-centric dual focus. HR functions
have been automated using SAP HR, Intranet, HR Workflow, and E-recruitment. The
company follows rigorous training programs in technical, behavioral and
functional areas. SISL also won the ‘Innovative HR Practices Award’ from the
World HRD Congress. The company having managed to keep the attrition rate at 8%,
reflects well on the effectiveness of HR initiatives. Vice-President-HR: KR Upili
Tata Elxsi
With an employee strength of over 900, the company has managed to maintain a
reasonably low attrition rate of 10.2%. HR at Tata Elxsi strives to create a ‘humane
organization’ as they put it. This humane element is reflected in the company’s
work culture, which is described as straightforward, involved, and concerned.
The people strategies and policies have evolved over the years through
continuous feedback from the employees, balancing one’s professional and
personal life. Besides rewards and benefits for good performance, the company
tries to keep its employees motivated through various recreational and fun
programs.
Corporate Manager, HR: Nelson Cordeiro
Syntel
Syntel’s entrepreneurial open work culture encourages employees to think and
act like the company’s co-owners. They are empowered to take risks and develop
creative solutions. Each consultant is assigned to a dedicated resource
specialist who helps identify opportunities to improve skills through training
and hands-on experience. The on-site managers are nurtured as leaders and they
in-turn motivate team members by awarding them ownership of the processes.
Presently, Syntel India has roughly 1800 employees. The company has transformed
itself over the years from being a staffing company to a projects company. HR Head: Anantadeb Bandhopadhyay
Sonata Software
Sonata Software, with 835 employees, has an attrition rate of 13%. Based on
market trends and requirements, the company constantly upgrades and consolidates
its skill base. Of the 120 hours per person spent on training, 96 are spent on
developing technical skills. The training programs are drafted on the basis of
technological strengths, cross-platform training and training in cutting edge
technologies. While on one hand they develop a multitude of skills specific to
customer requirements, they also nurture an individual’s strengths and growth.
Asst. VP- HRD: Kumar S Krishnaswamy
TechSpan India
For this Noida-based company fiscal 2001-02 was the "year of
celebration". It’s people process improvement (PPI) initiative
launched during 1999-00, paid off and TechSpan India achieved level 3 of the
people capability maturity model (P-CMM) in February 2002. Besides increasing
employee involvement in people practices and standardization of people
processes, PPI also aimed at increasing efficiency and scalability of people
processes and overall software development and delivery operations. The year saw
TechSpan increase its workforce by 40%–from 112 in 2000-01 to 157. While the
company showed lower-than-industry attrition rate of 8.3%, its retention rate
saw a minor beating–85.7% as compared to the industry’s 88%.
Xansa India
Xansa initiated a massive Rs 160-crore infrastructure upgrade plan with the long
term objective of scaling its Indian workforce to 10,000 by 2006. The year saw
Xansa India increase its workforce by 40%, 82% of them being IT professionals.
Xansa’s retention rate is 79% and its attrition rate of 16.9% is somewhat
higher than the industry average. While this may indicate more action on the HR
front, it also indicates that technocrats from Xansa are in demand within the
industry.
Zensar Technologies
Zensar introduced the concept of performance bonus–over and above employees’
annual CTC–during FY 2001-02. While the company ensured an average 95 hours
training per employee, its marketing professional got the maximum 108.7 hours
training as part of their induction program. And while the company’s workforce
went down from 1144 last year to 1034–its attrition rate of 13.27% was
slightly higher than the industry average of 12.3%. No wonder, CEO Ganesh
Natarajan, and HR head Bala Narayan have charted out a major manpower ramp-up
plan for the current fiscal.