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A marked improvement in the employee scorecard while maintaining its HR
performance helped EXL considerably: a jump of five places to #9 on the employee
front, and maintaining status quo at #6 overall.
Employees have rated the company high on parameters like work culture, salary
structure and infrastructure. This has been a result of focused efforts directed
toward key areas like role clarity, transparency and continuous communication
and work satisfaction. However, satisfaction runs low when it comes to the
appraisal system, job content, and training. The company is working on revamping
its performance management system and automating the same. This will help in
addressing appraisal-related grievances.
As part of the revamping exercise, the company is identifying unique job
areas and mapping the competencies and proficiency required. This will help them
deliver better and understand how to progress in their fields. It will also help
in identifying gap areas and working on them. With this initiative the company
is also aiming to make the assessment process more transparent and systematic.
|
EXL Service |
| Rank - 5 |
 |
| Amitabh Hajela,
VP and global head, HR |
Among the biggest HR challenges for EXL today is attrition. Despite a fall in
attrition rate (from 38.2% in 07 to 29% in Q2 ending June 2008) it continues to
be a concern area. To address this the company has an initiative called
Retention Champion, wherein it recognizes employees/teams that have been able
to hold attrition below the threshold level. It also documents best practices
adopted by successful teams and implements them across the organization. Since
attrition is also an issue with clients, EXL has taken up initiatives toward
sensitizing them about it. This has resulted in some unique outcomes like some
clients recognizing Indian holidays and being more flexible in work timings that
support their business. This has helped in bringing down the attrition rate to
some extent..
Among the other challenge areas for EXL is finding new markets for hiring
talent, and internal leadership development.
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