Investing in People
Mindlogicx Infotech is an R&D-based technology development company that provides IT consulting and end-to-end solutions in e-Governance, tele-education and recruitment process outsourcing.

Factors contributing to the good showing of the company are continuous monitoring of growth path and career design, genuine recognition for excellence, and participative project management. Every staff undergoes evaluations conducted in a scientific manner and efforts of an employee are rewarded in all forms. There is continuous monitoring of the knowledge factor of every staff member. There is space for people to evolve and the open door policy is followed in every aspect. Mindlogicx follows the three Ts as its core principles, ie, transparency, training and technology.

Transparency retains and enhances enthusiasm and commitment of the team. Quantitative and qualitative information about all the operations are communicated to the team members.

The training at Mindlogicx focuses on three areas, viz, cognitive, presentational and social skills. To achieve this goal, the company invests time, money and effort in creating adequate training resources and a learning culture.

The company has employed computerized workflow management and resource management systems with the help of its in-house development team that builds and implements software solutions to manage various departments and their process in the organization.

Understanding Aspirations
A leading global software company that provides banking and financial services spanning across solutions in the areas of core banking, retail and corporate banking, credit cards, cash management, relationship banking, financial CRM, analytics among others.

The market is highly competitive and challenges are many for an emerging company. Today, people are more concerned about the brand and are more demanding. Compared to a large company, brand positioning for an emerging company is very competitive. It has to establish itself as an organization and that requires substantial investments. Also, in comparison to an emerging company, a large company finds it easier to provide flexibility, scope for benefits, and facilities. Despite the challenges, Nucleus has faired well.

Factors that have contributed to the good showing are training and development, career management, effective communication, HR policies and processes, climate surveys, benchmarking and recreational activities.

The companys focus is on learning and development and the employees aspirations are taken seriously. According to Ravi Verma, head, HR, "We have formed a career planning and development mechanism which typically includes capturing employees aspirations and creating individual career plans."

At Nucleus, the attrition rate is nearly 20%. Campus recruitment is 15%. Employee strength has grown at the rate of 33% in FY 06-07.

Employees as Ambassadors
Infogain is an IT software and consulting company and provider of CRM, integration and business intelligence solutions and services.

People are strongly attracted toward brand value and this becomes a major hurdle in retaining employees for an emerging company. "Though its not a defined law for the IT industry, big companies can definitely attract, especially the younger generation, by merely their brand. Wherein we need to showcase better work environment, good salaries and good branding. In our case, thankfully, our employees are the best ambassadors for us," says Pankaj Shankar, global head, HR, Infogain.

The current attrition rate in Infogain is approximately 19% and to cope with this problem, a high quality intake with checks and balances are imposed at various levels in the hiring process. The ratio of campus hire to lateral hire is 30:70. Apart from high quality intake with checks and balance, the other factors that contributed to the good showing are the blend of a good, open and friendly working environment; evaluation of human quotient and performance by studying the mindsets and current IT trends; and a strong training focus and complete employee integration program.

The Human Touch
ValueLabs specializes in the delivery of dual-shore services in the areas of off-shore software product development, QA/testing, and KPO. the company was set up in 1997 with a vision to deliver value to clients worldwide using an effective global delivery model.

The major challenge SMEs face is that they cannot offer very high salaries to top-notch professionals. In such a scenario, the type of workforce SMEs should look at are those with a strong desire to perform and achieve. Professional skills can be nurtured and achievements can win them the highest rewards. With that in mind, 20% of the workforce at ValueLabs is selected from campuses.

Campared to larger organizations, SMEs have a lot to offer in terms of growth and recognition. SMEs should work for developing a sense of ownership among its employees

Attrition rate at ValueLabs has been traditionally low when compared to the industry averaqge of 5.5% in the year 2006, at 6% in September 2007. The percentage attrition has never crossed single digits in the 10 year history of the company. According to Reddy, "We retain the human touch. We believe that if work has to be involving, it has to be fun. We have a measure called the "Fun-Index" that measures the fun a team is having on the job. We do not believe in external pressures and targets. We believe that the desire to excel should come from within."

The employee strength grew at the rate of 82% in FY'06-07.

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