Rank 20 - VIRTUSA : Bouncing Back

Virtusa did well on the compensation parameter. The amount of training also
emerged as a key positive. Employees felt that the training helped them in their
professional as well as personal growth. Virtusas core HR philosophy hinges on
what it calls its Mecca, which translates into motivation, enabling success,
collaborative work environment and constructive feedback. The company puts
emphasis on skills and productivity and also has a unique Hire to Retire
philosophy which has worked towards having its employees strike a work-life
balance. It also works on an interesting concept of Thank God it is everyday
which makes the work environment non-taxing. It has also allowed flexible
timings to its employees so that they can take care of their family members.
Virtusas HR rank has also increased by ten positions vis--vis its previous
year while in employee rankings, it has seen the highest jump.

Another positive that emerged from the survey was the amount of training
which the employees found was adequate. This can be attributed to Virtusas
multi-dimensional approach of role based and one-up training program where it
offers specialized training for its employees and encourages them to grow. It
has also created what it calls Role Readiness Index, which identifies employees
whether they are ready for the next level of role.

On the other side, the BES 2009 results also reveal that there is an issue
with salary hikes. The company considers this as a temporary phenomenon in the
light of the current slowdown but agrees that this is a reality, as hikes have
been lower or have been deferred. But, according to the company, it is putting
the money back into some of the training programs to fill-in the skill gaps that
employees might have. Survey results also revealed employees perception of the
appraisal process not being transparent.

	Rank 20
	Virtusa
		Vikram Kallianpur, director, HR
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The surprise of the survey was Virtusas high attrition scores which defied
general trends of slowdown resulting in drastic reduction in attrition levels in
IT companies. The companys retention strategy hinges on two points: losing
talent that it wants to retain and those who want to leave for better
compensation. It has put in place a plan to retain the best talent through some
engagement programs, while instilling a performance culture amongst its
employees.