Building Relations
Barry-Wehmiller International Resources (BWIR) is part of the consulting group of Barry-Wehmiller Companies, a diversified company founded in 1885. BWIR provide three core servicesEnterprise Solutions, Information Technologies, and Engineering Services.

As an emerging enterprise, managing aspirations of employees and enabling the employees to adopt to the culture of the company are the two biggest challenges for BWIR," says Jothiprakash S, head, Human Resources.

In BWIR, the employees are called associates. Jothiprakash says, "The factors that contributed to the good showing of the company are the Bob Chapmans vision, belief in the basic things, doing them right, and the power of being small."

Bob Chapman is the group chairman of the company, and according to his vision "its the people who make the difference in the business. Treat people superbly and compensate them fairly".

A large company can compensate its employees by paying high salaries, but a small company can compensate the same in terms of building intimate relationship with their employees. BWIR launches an annual survey, the "Associate Satisfaction Index", and the action is taken on the basis of the results of the survey.

The ratio of campus hire to lateral hire is 1:10 and the attrition rate has come down to 14% from 22% in the last two years. The number of employees has grown at the rate of 16% in FY 06-07.

Walking the Talk
Founded in 1998, GlobalLogic is a global product development company that partners with emerging and established technology companies. GlobalLogic provides full product development lifecycle services to start-ups, emerging, and established technology companies.

Building confidence among the management is one of the biggest challenges for an emerging company. Since they are not "Brands", selling the organizations vision can be a challenge.

At GlobalLogic, there are plenty of platforms available to employees where they can interact with senior management and raise any question related to the company, its policies, and growth. According to Iti Kumar, assistant VP, HR Operations, GlobalLogic, "The biggest strength of the organization is its openness and transparency. The entire management believes in walking the talk, and even if a policy is rolled out, its first shared with employees, and their feedback is sought before a final version is rolled out for execution."

Flexible work schedules and employee engagement practices that bring fun at work are some factors contributing to the success of the company.

In FY 06-07, employees at GlobalLogic at the rate of 136%. The ratio of campus hire to lateral hire is 1:9, and the attrition rate is 18%.

Striving for Excellence
AgreeYa Solutions is a leading consulting, technology and business-outsourcing firm, which is focused on deploying technology and business solutions for clients globally.

I-CARE, which stands for integrity, commitment, advocacy, respect and excellence, is the integral foundation of AgreeYa. AgreeYa believes that people are its most valuable assets. According to Rakesh Arora, global business head, HRD, "AgreeYa strives for excellence by developing innovative initiatives such as RADAR (recruitment, audits, development, appreciations and respect), which foster continual improvements through effective benchmarks in all our HR processes and procedures."

AgreeYa has over 350 employees worldwide. The total number of AgreeYa employees in India in March 2007 was 96, which grew to 115 in September 2007. The attrition rate stands between 10-20% on annual basis.

The company adopts a highly discerning recruitment process to select the best talent. "AgreeYa believes in developing its own resources and talent pool and recruits 10% of its total strength from campus every year. The trainees are put through rigorous classroom and on the job training," says Arora. The strategy of AgreeYa is to ensure the development of highly competent professionals at all levels in the organization while nurturing the employees individual ambitions and desires for career growth.

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