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.

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