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All of us would love to work in companies that offer excitementfrom professional challenges to new interesting workand inculcate refreshing values and learnings that help us develop as better human beings. Its often better if the company is an emerging one, as it offers a close-knit family kind of atmosphere with enough opportunities to fall back on one another during potential crisis situations.

Emerging companies are sought after by career seekers for their close knit, non-hierarchical work environment, culture of innovation and commitment to employee empowerment. The focused approach of these companies makes them the perfect platform for nurturing specialized talent and building cross functional skills.

Recognizing the performance, proliferation and increasing importance of emerging companies within the IT-BPO ecosystem, Nasscom has been actively tracking their evolution and growth by means of an annual survey.

There were over 13,000 employees from 61 companies participating in the second edition of the survey this year. The objective of this survey, therefore, was to identify the best small and medium sized IT-BPO companies to work for.

Hero ITES

Its a Hero for Many

• Home grown performance management tools like H-profile, Hero Assure, Hero Ensure and Hero Check
• A comprehensive e-learning solution

Part of the $1.3 bn Hero Group, Hero ITES is an international BPO firm headquartered in Gurgaon and offers both voice and non-voice BPO services to offshore clients. Hero ITES has taken some industry-leading initiatives to emerge as an employer of choice. One such idea is HeroLive, a collaborative intranet (to which even clients have access), which is more than just a platform for posting company announcements and feel-good news such as birthdays and anniversaries. In fact, it includes a knowledge marketplace where team members exchange/trade their thoughts/suggestions and collaborate in the actual solution building process. The other way it differs from most traditional intranets is the level of transparency it provides. The team has complete visibility to key statistics in the business, their performance as well as that of their peers.

Apart from that the company has homegrown performance management tools like H-profile, HeroAssure, HeroEnsure, and HeroCheck. Identification of training needs, scheduling appropriate development programs both skill and behavioral, and assessments (pre-, mid- and, post-) are conducted through an e-learning solution, developed jointly by the company with an external partner. Employee scorecard comprising of key elements like coaching, training, assessment, performance evaluation and review are generated automatically through this system.

Corbus (India)

Do It Yourself

• Employee engagement initiatives managed by employees themselves

Corbus (India), a wholly owned subsidiary of Soin International LLC, creates SCM solutions and services for aviations, BFSI, consumer package goods (CPG), retail, manufacturing, and media and entertainment sectors.

The employee engagement initiatives in the company is managed by employees themselves. As part of this, employees are empowered to contribute in the organizational decision-making process through a structured forum and to help the management in the implementation of key business initiatives. Employees are also encouraged to get trained on cutting edge technologies and on key behavioral skills. The HR initiatives in the company are aimed at not just developing employees, but to ensure their career progression horizontally and vertically within the organization.

AgreeYa Solutions

Home Away from Home

• Formally measures its Employee Engagement Quotient periodically

AgreeYa Solutions is an ISO 9001:2000 certified and SEI CMMI Level 5 assessed provider of various IT services.

It provides its employees rich exposure to emerging technologies. The companys HR initiatives follow its set of core values, represented as I CAREstanding for Integrity, Commitment, Advocacy, Respect, and Excellence.

In fact, the thrust on employee engagement can be gauged from the fact that it formally measures its Employee Engagement Quotient periodically to understand the high and low points of employees perceptions, thereby triggering a closed loop action plan. Super Performers are able to participate in a fast track program where a SWOT Analysis is completed at an individual level and special programs and rewards are designed to excel them further. It complements these with regular fun@work programs. The buddy program hand holds new employees through the orientation process and helps them to get to know their way around AgreeYa, their home away from home.

Nagarro Software

Of Geeks, for Nerds, By Nagarro

• HR headed by CTO

Founded in 1996, Nagarro has offices in the US, Germany, Sweden and India.

One of the few companies that started going out to campuses early in the evolution, Nagarro has created an image of a company where nerds love to work. In fact, its selection in the campus is not by testing only IQ and mental agility. It actually tests students on coding. For a company whose HR is headed by its CTO, the whole HR initiative is driven by challenging the employees to give their best.

One of the few small companies that largely recruits freshers, Nagarro has always drawn the brightest talent by virtue of cutting edge technology. Under its Employee Development Program (EDP), the HR group organizes personalized career counseling sessions for employees with the management to help them identify their potential and tap it to fullest. Its flat structure ensures that ambitious high performing engineers and managers get instant recognition, rewards and visibility. The high performers are provided with the best compensation, challenging and high-end work, greater responsibilities and quicker promotions. Promising managers are personally mentored by the management and their career paths are carefully chalked out.

R Systems

Feel good is the X-Factor

• Assessed at level 3 of PCMM by KPMG

R Systems International, a Software Development and Business Process Outsourcing (BPO) Company approximately 2500 people and maintains seven Centers of Software.

The areas where R Systems actually scores over other companies are in career development, work satisfaction, work environment, rewards and recognition and fairnessin short, all the performance related areas rather than feel good areas. The strong people processes that the company have strengthened its ability to attract, retain and nurture its resources to give out their best. In the month of August 2008, the company was assessed at level 3 of PCMM by KPMG for its laudable people practices.

Synygy

The Importance of Mentoring

• Adopted an online peer-to-peer recognition program

Synygy is an enterprise product development and IT consulting company and a specialist in sales compensation management.

The company has a successful mentoring program which helps in providing meaningful work to all employees and is centered on creating an excellent working relationship between a manager and the employee. Everyone at Synygy regularly meets with their mentor to discuss and evaluate their performance. These evaluations focus on how the employee has demonstrated Synygys core values of (Ownership, Professionalism, Teamwork, continuous Improvement, and Customer focusknown as OPTIC) and the specific job skills required for their position. The feedback is based on specific examples, providing the employee with actionable information about areas needing improvement.

Synygy has adopted an online peer-to-peer recognition program, in which any employee can recognize any other employee for his/her efforts merely by the click of a button. Feedback sessions and team building exercises are conducted on a regular basis to ensure that every employees voice is heard and the feedback given by them is used to make Synygy a great place to work.

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