The Top 10: 2 - RMSI: The Career Planner

It's been a steady rise to the top for RMSI. The Noida-based IT services
company that specializes in the GIS domain, has beaten both HCL Infosystems and
Infosys in the run up to the final best employers tally, 2006.

With HR challenges increasing everyday, most companies have a well-structured
HR framework in place. RMSI is no exception. However, what makes it different
from most other companies is a very focused HR policy that follows a no-frills
HR initiative, and concentrates on career planning. RMSI's people policies are
related to talent management and career growth including a dual career growth
model. Employees are encouraged to talk about the quality of projects and how
they need to hone their skills to handle new projects. There is a strong
mentoring program that promotes nurturing by pairing up competent professionals
who hold a lot of promise. Incidentally, RMSI emerged as the most prefered
employer with over 57% of its employees selecting it as their dream company.

RMSI offers a good learning environment through a Competency Development
Plan. SMEs (Subject Matter Experts) from the company personally train junior
domain professionals. SMEs are also given incentives for participating in
organization-wide training and development activities. There is a 'Kult Klub'
that focuses on building Kapability, Kreativity and Kredibility. The letter
'C' has been consciously replaced with 'K' to emphasize on 'Knowledge
sharing' in technologies, domain expertise and research.

DQ Rank 2

Neerja Verma, senior VP, HRD

High ratings	Score	Industry rank
Initiatives/efforts are duly recognized	96	2
Appraisal parameters are relevant	94	2
Responsive to issues/problems	100	2
Low ratings
Less stress at work	87	5
Professional company	95	8
Encouraged to take risk	72	17
Dream job wishlist
Organization culture/work climate	93	2
Perks and benefits	53	2
Training and development opportunity	79	3

RMSI's performance management is highly evolved. Transparency is encouraged
in the assessment process and a neutral observer, which is not necessarily HR,
provides feedback to the manager and staff in Joint Review Meetings. Apart from
maintaining transparency in the system, what sets the process apart is the fact
that employees have access to their performance bonus computation sheets and get
the opportunity to calculate their performance bonus based on quantifiable
achievement goals.