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Follow UsTavant Technologies, also witnessed a tough year in 2009 after it lost its
employees due to a sub-crisis hit in the mortgage industry (one of the most hit
sectors), losing a major portion of its business. However, the company moved one
position up, from #9 to #8 this year, due to several training and personnel
development initiatives.
Regular open house discussions, open door policy, employee empowerment,
innovation at work, trust in management, and openness to ideas and suggestions
are the key highlights which Tavant hugely focuses on. The employees are not
just considered as employees but as stakeholders of the organization. The key to
Tavants success this year was the close coordination of the hierarchies within
the organization and bringing to desk innovative suggestions given by employees.
A key parameter on which Tavant scores high is the work culture. There are
groups within the organization that promote partying and every quarter the
company recognizes high achievers which allows employees to be more
competitive. Tavant also scored well on work-life balance, especially for women
employees. The company notched up the second spot in terms of gender inclusivity,
its female:male ratio is close to 25:75.
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Rank 8 |
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Tavant |
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Krishnan PP, chief |
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Tavant also offers a training program called Tavant Rookie Induction Program
(TRIP) for freshers which is an intensive three-month training program. The
training is carried out by high performing internal employees. The company has
also initiated training and mentoring for first time managers. All the programs
are hands-on and tailor-made for specific applications. The company has an
initiative called innovate where people come up with innovative plans and
anyone can approach top executives in the organization to make their
presentations. But the appraisal system of the company was not perceived as
good, from a transparency perspective. However, Tavant has made it mandatory to
run the appraisal process through the HR portal and make it a process of
continuous feedback (rather than in six months) to improve transparency.