Introduction to ion

8/9/2019 Introduction to ion

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INTRODUCTION TO ORGANISATION

Mission, Goal, Objectives:

"To build value for customersthrough innovative use of

technology and talent"

BUILDING VALUE for our customers is how we differentiate our

business from our peers. It goes beyond executing projects, reducing cost or

augmenting technical skill sets. It is all about assisting customers in achieving

their business goals through superior execution, best-of-breed solutions and

responsive service.

CUSTOMERS are the reason why our business exists. Providing exceptional

customer service that meets and exceeds their expectations will remain our priority.

INNOVATIVENESS is being able to apply uncommon thought to arrive at a more

efficient, elegant and sustainable solution to a customer problem.

TECHNOLOGY is the tool that we will leverage to build a viable and cost-effective

solution. We will create exceptional competencies in all business-critical technologies

of current or future interest of our customers

TALENT is our key asset that we will constantly enhance and develop by harnessing

the full potential of our people. Our Human Resource Capital will become our sourceof competitive advantage.

Summer Internship- Final Report 1


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Company Overview

Hexaware is a global provider of IT and Process outsourcing services. We

focus exclusively on maximizing client returns from outsourcing and off-shoring.

We have extensive experience in managing large IT applications in real time as well as

in providing high value services around packaged enterprise applications such as SAP

and PeopleSoft. Our experience in the business process outsourcing arena fully

complements and strengthens our service spectrum and allows us to operate as an

enterprise-class solution delivery company. Our solutions aim to provide high value

by optimizing cost of ownership of technology investments for customers.

Hexaware has a client base comprising several Global 1000 organizations. Our

commitment is to provide solutions that translate into tangible business outcomes for

our customers. Ourpartner-in-business approach generates high business value for

customers and rich dividends to Hexaware in the form of a continual stream of repeat

business. Hexawares domain capability expertise and reduced learning curves enables

significant compression in time-to-value deliverables. Our customer-centric

philosophy is further strengthened by a robust Key Account Management process to

find more ways to delight our key customers and grow market share.

The company's onsite/offshore delivery model provides significant cost

savings. Our development centers are assessed at SEI CMMI-Level 5, and are also

ISO 9001:2000 and TickIT certified. These help us to continually provide high value,

high quality deliverables to our clients. We have consistently delivered to client

expectations and have established long lasting relationships with them.

Hexaware's global operations are located in North America, Europe and Asia

Pacific.



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Directors of Hexaware

Hexaware's Board of Directors has in its fold individuals who have rich

experience and expertise in various industries. They take care of the interests of the

shareholders and manage relevant activities.

Atul Nishar

(Founder & Chairman)

Atul Nishar has rich experience in setting up and managing information

technology companies and his expertise spans Strategic Planning, Information

Management, Financial Resource Management, Product Development and Marketing.

He is the driving force of the groups strategic direction and marketing focus and

under his leadership, Hexaware Technologies (which he founded in 1989), has grown

into a multi-million dollar global software services and solutions corporation.

As an active and known figure of the Indian IT industry, Atul Nishar is a

Charter Member of The Indus Entrepreneurs (TiE), and an Expert Member on the

Information Technology Committee of Indian Merchants Chamber (2002-2003). He

was the Chairman in Year 2000 of National Association of Software and Service

Companies (Nasscom), the apex body of Software and Service Companies in India

and continues to be on the Executive Council of Nasscom. He was a Member of theNational Executive Committee (2000) of the Confederation of Indian Industry (CII),

the Chairman of the Information Technology Committee and member of the Steering

Committee of Federation of Indian Chambers of Commerce and Industry (FICCI), and

also a member of the Governing Board of National Institute of Bank Management

(NIBM) from 1999-2002.

He is a Co-Founder of Infinity Technology Investments Pvt. Ltd. a leading

Venture Capital Fund. He has published several articles on Information Technology in

Business India and The Economic Times. He has been a speaker at several



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national and international forums including conference of NASSCOM, TiE, and The

World Congress on Information technology, Egypts International Economic Forum

Annual Conference, US Consulate Mumbai, IIT Mumbai, and FICCI and at the India

Leadership Summit.

Atul Nishar received his Bachelors in Commerce and Degree in Law from

Mumbai University and is also an FCA (Fellow of the Institute of Chartered

Accountants of India)

Alka Nishar

(Director)

Dr. Nishar has been on the Hexaware board since inception. She is a Founder

Director of the company. She has extensive experience in Strategic Planning,

Information and Infrastructure Planning, Logistics, Control Systems and Marketing.

Dr Nishar is an MBBS from the Grant Medical College, Mumbai and is a

Master of Management Studies, Sydenham Institute of Management Studies, Mumbai.

Preethi Mehta

(Director)

Preeti Mehta is a Partner of Messrs Kanga & Co., a leading firm of Advocates

and Solicitors in Bombay established in 1890. She qualified as a solicitor from both

Bombay and England. Preeti has been practicing for over 17 years and has vast

experience in matters relating to foreign collaborations, corporate laws and banking.

As an offshoot of her main field of specializations, Foreign Investment in India, Preeti

has also covered the area of Franchising and has advised on setting up franchises in

the Hotel and Restaurant, recreation, amusement and education sectors.

She has participated in several international seminars, presented papers and

also authored articles on Foreign Investment, Franchising, Trade mark laws,Intellectual Property Law etc. She is also a member of the Law Committee of the



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Bombay Chamber of Commerce and Industry, Rotary Club of Bombay and a patron

member and on the Executive Council of the Franchise Association of India (FAI).

Preeti has received a degree in Law from Bombay University and has

undergone an intensive course on Franchising at the Middlesex University, London.

L. S. Sarma

(Director)

Mr. Sarma has been on the Hexaware board of directors since March, 2000. He

has had a distinguished career in the banking and finance industry and has worked for

Punjab National Bank, Reserve Bank of India and IDBI ( a premier financial

institution) . IDBI was a pioneer in Project finance in India and Mr. Sarma was a

member of various committees on Export Finance and Construction Contracts. He

represented IDBI on the committee for setting up the Export Import Bank of India.

Mr. Sarma also has had a long international career and carried out various

assignments on Export finance in Africa and South East Asia. He is the co-author of

the publication Financing Exports in Developing Countries published by the

International Trade Center, Geneva.

After his retirement from IDBI he has been a director and consultant for

various Banks and Export bodies. Since April 1999 he has been a representative of

Botswana Export Development and Investment Authority. From March 1990 to March

1999, he served as the Representative Consultant of the Mauritius Export

Development and Investment Authority.

Mr. S.K Mitra

Director



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Belonging to one of the early batches of investment bankers in India, Mr. Mitra

was instrumental in setting up the Merchant Banking Divisions of two banks - Bank of

India and Standard Chartered Bank. He has also headed Corporate Banking andInvestment Banking at American Express Bank. At a stage when asset management

was in the early stage of development in the country, he set up the GIC

Mutual Fund in India. He has also been active in several important Committees and

Chambers in India.

In June 1994, when he joined the Aditya Birla Group as Director, Financial

Services he was responsible for establishing the highly respected and successful

financial services activities for the Group. Setting up and overseeing the highly

successful stock broking company dealing in both equity and fixed income securities,

managing the financial services businesses as CEO, being a member of Board,

Executive Committee, Investment Committee, Audit Committee of each of the

companies in financial services are some of the accolades he has credited to his name

at the Aditya Birla Group. With effect from August 1, 2007 he has stepped down from

active role for an advisory role. He has been associated with several reputed

companies as an independent Director and Advisor.

Rusi Brij

(Vice Chairman)

Rusi has led Hexaware since mid-2001. He was instrumental in guiding the

company into key markets including People soft, Travel & Transportation, and

Financial Services. He principally focuses on business strategy, M&A, leadership

development, and investor relations.

Rusi is an MBA, with an Advanced Course from Haas School of Management,

University of California, and Berkeley. He has over 25 years of varied experience in

diverse portfolios ranging from International Business Development, Sales &



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Marketing, Project Management and Corporate Planning. His experience also includes

a long tenure with Satyam Computer Services Ltd. culminating as the Executive Vice-

President. He was instrumental in acquiring some of their largest customers, setting upmany of their international operations, and also served as Chairman on several of their

joint ventures.

He entered the IT industry in 1986 when he joined Sonata Software, Bangalore as

Group Manager - Exports.

Rusi began his career with Living Media Limited, the leading magazine

publishing house in India, where he was instrumental in setting up the first Market

Research Unit in the publishing industry. He was the product manager for India

Today, and also conceptualized and launched the Computers Today magazine.

P K Sridharan

(Executive Director & President - Global Delivery of Hexaware Technologies

Limited)

P K Sridharan holds overall responsibility for the delivery operations of

Hexaware Technologies. He is a techno-commercial manager with over 33 years

experience in Companies like ECIL, Philips, ORG and DSQ in Senior Management

positions. PKS has a brilliant academic career with a B.Tech in Electronics

Engineering from IIT, Chennai and M.Tech in Computer Sciences from IIT, Kanpur.

Mr. Mark F. Dzialga

(Managing Director General Atlantic LLC)

Mr. Mark F. Dzialga, who is based in the United States, is a Managing Director

at General Atlantic LLC, a leading global private equity firm providing capital for

growth companies and a recent investor in Hexaware. In his capacity as a Managing



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Director, Mr. Dzialga has been a director of numerous public and private companies

including Exult, Daksh, Talus, Creditek and Multiplan. He is currently a director of

Genpact, Schaller Anderson, UPromise, and Webloyalty. Prior to joining GeneralAtlantic in 1998, Mr. Dzialga was the Co-Head of the High Technology Merger Group

at Goldman Sachs. At Goldman Sachs, Mr. Dzialga advised many of the firms

technology clients on mergers, acquisitions and restructurings.

Mr. Shailesh V. Haribhakti

(Leading Chartered Accountant & Fellow member of the ICAI)

Mr. Shailesh V. Haribhakti, a leading Chartered Accountant and a fellow

member of the ICAI, Certified Internal Auditor, Certified Financial Planner, Graduate

Cost Accountant and Certified Fraud Examiner. Mr. Haribhakti contributed to the

shaping of Indias economic policy through his association as the President of Indian

Merchants Chamber and as the Chairman of Corporate Governance Committee of

ASSOCHAM. He was the chairman of WIRC of ICAI, President of BMA and

President of IIA, Bombay. Presently, Mr. Shailesh V. Haribhakti is Director on the

Board of several companies including Indian Petrochemicals Corporation Limited

(IPCL), ACC, Blue Star Ltd, Gujarat Ambuja Cement Eastern Limited and Pantaloon

Retail (India) Limited.

Dr. Bakul H. Dholakia

(Director IIM)

Dr. Bakul H. Dholakia is the Director of IIM, Ahmedabad. He has over 37

years of professional experience out of which 31 years has been with IIM, Ahmedabad

and remaining as the Reserve Bank of India Chair Professor at IIM, Ahmedabad. Dr.

Dholakia, a Doctorate in Economics, is a renowned and eminent professor. He has

been a Consultant to the World Bank and the Asian Development Bank in addition to

advising various National and International organizations. He has authored numerous



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books on business topics including Business Economics, Corporate Strategy and

Development Economics.

Mr. Bharat Shah

(Director)

Mr. Bharat Shah has joined Hexaware Board on 29th July, 2008. Mr. Bharat D.

Shah is the Chairman of HDFC Securities Limited. He has been one of the founder

members of HDFC bank and joined HDFC Bank in December 1994 as an Executive

Director on its Board. He is occupying the position of Head -Custody & Depository,

Retail, HR, Private Banking, Infrastructure and Merchant Services in HDFC Bank

Limited from December 1994 till date. He is on the Board of various companies like,

Computer Age Management Services Private Limited, ADFC Limited, and Hill

Properties Private Limited.

Mr. Shah with his rich knowledge & experience also acts as an Advisor for

Yatra Art Fund, Vanita Vishram Trust, RBK International Academy and Foundation

for Liberal & Management Education.

Mr. Shah has received his Bachelors in Science (B. Sc.) degree from the

University of Mumbai in the year 1967. He also holds a Degree in Applied Chemistry

with special reference to Metal Finishing from Borough Polytechnic, London. (1967-

1969) He started his carrier as R&D Chemist in Pyrene Company Ltd. for a year

(1969-1970) & in Technova for three years (1975-1978). He worked for Bradma India

Limited during 1971-1974 as Sales Executive. He was Marketing Head of Travellers

Checks and the Rupees Travellers Check Operation during 1979-1983 with Thomas

Cook. He worked with Citibank as Payment Product Division Head & then Real

Estate Division Head from 1983 to 1993. Mr. Shah was an Investment Advisor for

Union Bank of Switzerland, Singapore for a Year i.e. 1993-94.

P R Chandrasekar

(CEO and Vice Chairman)



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P.R.Chandrasekar has a successful track record of driving revenue growth for a

company including experience in mergers and acquisitions, business development,channel development and strategic initiatives. Prior to joining Hexaware, he was

President Americas and Europe at Wipro and was responsible for the strategic

development of these geographies. Chandrasekar joined Wipro in May 2000 from GE

India where he was Director, Business Development. He has a degree in Engineering

from the Indian Institute of Technology, Madras (IIT-M) and has done his MBA from

the Jamnalal Bajaj Institute of Management Studies, Mumbai University.

Chandrasekar will be based out of Hexaware's office in New Jersey.

Milestones

1990

The Company is formed in India

1995

Begins operations in North America and Europe

1997

Establishes Airlines Practice

Wins first client for Airlines Practice - Air Canada

1998

Development centers established at Mumbai and Chennai with an overseas

branch at Princeton



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Overseas operations in the US expand to Chicago, Pleasanton in the USA and

Montreal in Canada

Shift in focus to a more broad service spectrum that included EnterpriseApplication Integration, Application Management and key areas within e-

Commerce

Partnerships established with global technology giants like IBM, BEA

Systems, Vitria, Constellar help Hexaware deliver a suite of innovative

technology solutions, business platforms and tools to clients, enhancing their

profitability

1999

Establishes the Insurance Practice

Achieves SEI CMM - Level 4 assessement for ODC's

2000

ODC's assessed at SEI CMM - Level 5

Hexaware partners with PeopleSoft in India, a major milestone in the

partnership

2001

Merges with the software division of Aptech, leaders in software training and

development. This merged entity later demerged from the training arm and is

now called Hexaware Technologies Limited, forming one of the largest high-

end software companies in India

Hexaware goes public in January 2001

2002



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Sets up Design Lab for Embedded Systems Practice in July 2002

Launches BPO practice in late 2002

Partners with PeopleSoft in the ASEAN region

2003

Hexaware signs up with Temenos, a leading banking solutions provider in

January

Wins partnership engagement for setting up and managing PeopleSoft India

Service Center in Bangalore

Rational Center for Excellence is inaugurated

2004

Hexaware opens new office and proximity center in Germany

Achieved BS 7799 certification for Information Security

Launches SAP Practice, wins first major SAP Implementation project

A dedicated Business Intelligence / Data Warehousing Lab is set up in Chennai

Launches Oracle Practice consolidating as a global provider of Enterprise

Solutions

Assessed at Level 5 of the SEI CMMI

2005

Ranked 11th in NASSCOM Top 20

Ranked among the best employer's by DQ-IDC

Opened office in Japan

A dedicated Business Intelligence / Data Warehousing Lab is set up in Chennai

Hexaware became US GAAP compliant



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Services Offered By Hexaware

Enterprise Solutions

- PeopleSoft Akiva

- Oracle

- SAP

- Microsoft

- CRM

Hexaware Independent Testing Services (HITS)- Basic Offerings

- Specialized Offerings- Ready Testing Solutions

Business Intelligence & Analytics

- Business Intelligence

- Business Analytics

Legacy Management & Modernization Product Engineering

http://www.hexaware.com/enter_sol.htmhttp://www.hexaware.com/pplsoft.htmhttp://www.hexaware.com/akivahttp://www.hexaware.com/oracle.htmhttp://www.hexaware.com/sap.htmhttp://www.hexaware.com/dynamics.htmhttp://www.hexaware.com/crm.htmhttp://www.hexaware.com/new_testing.htmhttp://www.hexaware.com/basicoff.htmhttp://www.hexaware.com/specialoff.htmhttp://www.hexaware.com/new_testing.htmhttp://www.hexaware.com/businessanalytics.htmhttp://www.hexaware.com/biss_intel.htmhttp://www.hexaware.com/businessanalytics.htmhttp://www.hexaware.com/lmm.htmhttp://www.hexaware.com/prod_servi.htmhttp://www.hexaware.com/enter_sol.htmhttp://www.hexaware.com/pplsoft.htmhttp://www.hexaware.com/akivahttp://www.hexaware.com/oracle.htmhttp://www.hexaware.com/sap.htmhttp://www.hexaware.com/dynamics.htmhttp://www.hexaware.com/crm.htmhttp://www.hexaware.com/new_testing.htmhttp://www.hexaware.com/basicoff.htmhttp://www.hexaware.com/specialoff.htmhttp://www.hexaware.com/new_testing.htmhttp://www.hexaware.com/businessanalytics.htmhttp://www.hexaware.com/biss_intel.htmhttp://www.hexaware.com/businessanalytics.htmhttp://www.hexaware.com/lmm.htmhttp://www.hexaware.com/prod_servi.htm


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- Outsourced Product Centers

- Product Testing

Specialized Services

- Application Services

- Technology Consulting

- HR-IT Services

- HR Portals

- HR Analytics

- Global Payroll- HR BPO

Industries penetration of Hexaware

Banking & Financial Services Asset Management & Capital

Markets

Corporate Banking

Retail Banking

Leasing

Insurance Services

New Business & Underwriting

Policy Administration

Agency Compensation

Claims Administration

Travel Transportation Hospitality & Logistics (TTHL)

http://www.hexaware.com/prod_serviout.htmhttp://www.hexaware.com/prod_servitest.htmhttp://www.hexaware.com/apphome.htmhttp://www.hexaware.com/technology.htmhttp://www.hexaware.com/new_hr.htmhttp://www.hexaware.com/new_hrportal.htmhttp://www.hexaware.com/new_hranalytic.htmhttp://www.hexaware.com/new_hrglobal.htmhttp://www.hexaware.com/new_hrbpo.htmhttp://www.hexaware.com/banking.htmhttp://www.hexaware.com/banking_asset.htmhttp://www.hexaware.com/banking_asset.htmhttp://www.hexaware.com/banking_corporate.htmhttp://www.hexaware.com/banking_retail.htmhttp://www.hexaware.com/banking_leasing.htmhttp://www.hexaware.com/ind-insu.htmhttp://www.hexaware.com/insu-buss.htmhttp://www.hexaware.com/insu-policy.htmhttp://www.hexaware.com/insu-agency.htmhttp://www.hexaware.com/insu-claims.htmhttp://www.hexaware.com/tthl.htmhttp://www.hexaware.com/prod_serviout.htmhttp://www.hexaware.com/prod_servitest.htmhttp://www.hexaware.com/apphome.htmhttp://www.hexaware.com/technology.htmhttp://www.hexaware.com/new_hr.htmhttp://www.hexaware.com/new_hrportal.htmhttp://www.hexaware.com/new_hranalytic.htmhttp://www.hexaware.com/new_hrglobal.htmhttp://www.hexaware.com/new_hrbpo.htmhttp://www.hexaware.com/banking.htmhttp://www.hexaware.com/banking_asset.htmhttp://www.hexaware.com/banking_asset.htmhttp://www.hexaware.com/banking_corporate.htmhttp://www.hexaware.com/banking_retail.htmhttp://www.hexaware.com/banking_leasing.htmhttp://www.hexaware.com/ind-insu.htmhttp://www.hexaware.com/insu-buss.htmhttp://www.hexaware.com/insu-policy.htmhttp://www.hexaware.com/insu-agency.htmhttp://www.hexaware.com/insu-claims.htmhttp://www.hexaware.com/tthl.htm


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Airlines and Airports

Travel and Hospitality

Transportation & Logistics BPO

Management Team Working in Hexaware

A committed management team anchors the organization effectively to its goal

of providing high quality software solutions to its clients. Equipped with technical

expertise, excellent domain knowledge and extensive cross-functional experience, they

nurture interactive relationships with the client community.

Atul Nishar

Founder & Chairman

Atul Nishar has rich experience in promoting, setting up and managing

information technology companies and his expertise spans Strategic Planning,

Information Management, Financial resource management, Product Development and

Marketing. He is the driving force of the group's strategic direction and marketing

focus and under his leadership, Hexaware Technologies, which he founded in 1990,

has grown into a multi-million dollar global software services and solutions

corporation. He founded Aptech Limited in 1985 (and was the Chairman till recently

when the promoter's stake was divested), which has now grown into a leading global

IT Training company spread across 52 countries.

http://www.hexaware.com/airport.htmhttp://www.hexaware.com/travelhome.htmhttp://www.hexaware.com/transporthome.htmhttp://www.hexaware.com/tthl-bpo.htmhttp://www.hexaware.com/airport.htmhttp://www.hexaware.com/travelhome.htmhttp://www.hexaware.com/transporthome.htmhttp://www.hexaware.com/tthl-bpo.htm


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As an active and known figure of the Indian IT industry, Atul Nishar has been

associated with NASSCOM (National Association of Software and Service

Companies, the apex body of software and service companies in India) for severalyears in various capacities and became its Chairman for Year 2000. He continues to be

on the Executive Council of NASSCOM. He is also a Charter Member of The Indus

Entrepreneurs (TiE), a Member on the Government of Maharashtra Chief Minister's

Steering Committee on Information Technology and Biotechnology, and an Expert

Member on the Information Technology Committee of Indian Merchants Chamber

(2002-2003).

He was Member of National Executive Committee (2000) of Confederation of

Indian Industry (CII), Chairman of the Information Technology Committee (2001-

2002) and member of the Steering Committee of Federation of Indian Chambers of

Commerce and Industry (FICCI), and also a member of the Governing Board of

National Institute of Bank Management (NIBM) from 1999 - 2002.

He is a Co-Founder of Infinity Technology Investments Pvt. Ltd. - a leading

Venture Capital Fund.

He has published several articles on Information Technology in "Business

India" and "The Economic Times". He has been a speaker at several national and

international forums including conferences of NASSCOM, TiE, and World Congress

on Information Technology, Egypt's International Economic Forum Annual

Conference, US Consulate, IIT, FICCI, and CII.

Atul Nishar received his Bachelors in Commerce from Mumbai University,

Degree in Law from Mumbai University and is also an FCA (Fellow of the Institute of

Chartered Accountants of India).

P R Chandrasekar

CEO and Vice Chairman



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P.R.Chandrasekar has a successful track record of driving revenue growth for a

company including experience in mergers and acquisitions, business development,

channel development and strategic initiatives. Prior to joining Hexaware, he wasPresident Americas and Europe at Wipro and was responsible for the strategic

development of these geographies. Chandrasekar joined Wipro in May 2000 from GE

India where he was Director, Business Development.

He has a degree in Engineering from the Indian Institute of Technology,

Madras (IIT-M) and has done his MBA from the Jamnalal Bajaj Institute of

Management Studies, Mumbai University. Chandrasekar will be based out of

Hexaware's office in New Jersey.

Rusi Brij

Vice Chairman

Rusi has led Hexaware since mid-2001. He was instrumental in guiding the

company into key markets including Peoplesoft, Travel & Transportation, and

Financial Services. He principally focuses on business strategy, M&A, leadership

development, and investor relations.

Rusi is an MBA, with an Advanced Course from Haas School of Management,

University of California, and Berkeley. He has over 25 years of varied experience in

diverse portfolios ranging from International Business Development, Sales &

Marketing, Project Management and Corporate Planning. His experience also includes

a long tenure with Satyam Computer Services Ltd. culminating as the Executive Vice-

President. He was instrumental in acquiring some of their largest customers, setting up

many of their international operations, and also served as Chairman on several of their

joint ventures.



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He entered the IT industry in 1986 when he joined Sonata Software, Bangalore

as Group Manager - Exports.

Rusi began his career with Living Media Limited, the leading magazine

publishing house in India, where he was instrumental in setting up the first Market

Research Unit in the publishing industry. He was the product manager for India

Today, and also conceptualized and launched the Computers Today magazine.

P K SridharanExecutive Director & Chief Mentor

P.K.Sridharan is the Executive Director and Chief Mentor. Since 1998, P K

Sridharan has been instrumental in steering the growth of the Company and is also a

member of Hexawares Board of Directors.

PK Sridharan holds a B. Tech degree in Electronics Engineering from IIT,

Chennai and M.Tech in Computer Sciences from IIT, Kanpur. He has over 33 years of

experience in the Information Technology area.

P K Sridharan is a techno-commercial manager with over 25 years experience

in companies like ECIL, Philips and ORG in Senior Management positions.

Sunil Surya

President - Europe Operations

Sunil is responsible for Hexaware's business and operations for the European

Region. Under his leadership the region has grown to contribute over quarter of

Hexaware's corporate revenues.

Sunil also globally manages Hexaware's Travel, Transportation, Hospitality



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and Logistics (TTHL) practice in addition to directing the Global Marketing

Operations.

He has established alliances with leading Software Companies and has

executed major contracts for global corporations across Europe. Sunil has had

extensive international experience in Marketing and Business Consulting. During his

career spanning over 25 years, he has designed and implemented several market entry

strategies for new and established Software Services Companies in USA, Europe and

Far East. He brings over a decade of experience in structuring and managing large

outsourcing deals for Fortune 500 companies

Sunil has a Master's Degree in Business Administration (MBA) with

specialization in Marketing from Jamnalal Bajaj Institute of Management Studies,

Bombay.

Sunil is a member of CSSA, IOD, BCS and an invited member to Technology

Empowerment Network (TEN) promoted by the World Economic Forum.

Rajiv Pant

President - North America Operations

Rajiv Pant heads the North American Operations for Hexaware. He joined

Hexaware from Wipro Technologies, where he was Vice President of Enterprise

Solutions spending nearly a decade in roles of increasing responsibility. Pant has also

worked with Apple Computer and Microsoft.

He has a dual degree from Birla Institute of Technology and Science (BITS),

Pilani with a Master of Science in Chemistry and Master of Management Studies.

Rajiv will be based at the Hexaware's office in New Jersey.

Yogen Shah

Sr. Vice President - Asia Pacific



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Yogen manages business development in India, Middle East and Asia Pacific

including Australia and Japan. His responsibilities include management of large keyaccounts and international sales, marketing, business development and sales

operations. He has managed multi-year multi-million dollar large IT projects globally.

Yogen has been working with Hexaware right from the inception of the North

American operations in 1995.He has opened new territories like Canada, Australia,

Singapore, Japan and New Zealand and commenced the Global Airlines Practice for

providing IT services to global aviation industry. Yogen has strong IT project delivery

as well as IT business development background.

He has over 27 years experience in IT industry. Prior to joining Hexaware,

Yogen was the General Manager of Unisys in Bahrain for 13 years and Senior IT

Consultant with Tata Consultancy Services, India for 4 years.

Yogen has a B.Tech degree in Electrical Engineering, and M.Tech. in

Computer Science from IIT, Bombay.

Ashok Bildikar

President - BPO Business

Ashok leads the exponentially growing BPO Business Division, focusing onthe Insurance and Human Resource BPO segments. Prior to this Ashok was

responsible for building Hexawares PeopleSoft Practice to its current position of

being the #1 service provider in India. Ashok has more than 20 years of experience in

the IT industry, spanning leading enterprises like BSES, Philips and DSQ. He has

expertise in the IT consulting environment in various capacities.



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Ashok graduated in Physics and completed his Masters in Management Studies

from Pune University. He also has a Diploma in Computer Management from Bombay

University.

Moorthi Chokkanathan

Head - Enterprise Solutions Group

Moorthi Chokkanathan is the head of Enterprise Solutions Group. He has been

a key player in driving Hexawares growth since 1998.

Moorthi holds a degree in B.Tech from IIT, Chennai and an MBA from the

University of Madras. He has over 24 years of experience in the software services and

consulting field. Moorthi is a techno-commercial manager with experience in global

firms, and has held senior positions in companies including Decision Technologies in

the US, and GTE in Australia.

Moorthi was instrumental in building the Enterprise Solutions and HR-IT

practices at Hexaware. He conceptualized and incubated HexaLab - Hexawares

Innovation center.

Prateek AggarwalChief Financial Officer

Prateek Aggarwal has over 17 years of strong and varied experience in a

diverse set of financial roles. Prior to Hexaware, Prateek was Head of Finance of the

Software Division of HCL Technologies for the last 2.5 year.

In his previous roles, he was with GE Capital International Services, leadingthe Financial Planning and Analysis function. He had a long tenure of 12 years with



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Hindustan Lever Ltd and he was the CFO of their Haircare SBU in his last assignment

with them.

Prateek is a Management graduate from IIM-Calcutta and a Commerce

Graduate from Delhi University. He will be operating from Hexaware's Mumbai

location.

Ramanan R V

Global Delivery Head

Ramanan is currently the Global Delivery Head at Hexaware Technologies. He

has over 18 years of experience in managing large to medium size projects for

overseas clients across various environments: Internet, client/server, mainframe and

open systems.

He has extensive experience in providing technology solutions for various

organizations in India, Europe and USA. In his last assignment before joining

Hexaware, he was the Chief Architect for Citibank implementing Banking Software

solutions in the European sector.

R V Ramanan holds a Post Graduate degree in Technology from I.I.T. Delhi.

Deependra Chumble

Chief People Officer

Deependra Chumble brings with him a vast experience of over 20 years in

Human Resources Management. He began his career with the Taj Hotels. He has been

the Head-HR for Technology function at Standard Chartered Bank in Mumbai and the

HR Head for East Zone with HSBC in Kolkata. He then moved to eFunds, and

subsequently worked in USA.



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Before joining Hexaware, Chumble was the HR Chief of JP Morgans IT/ITES

operations in Mumbai. During his tenure, the JPM organization doubled to over 6700employees. He is an MBA from IMDR, Pune.

Hexaware Group of Companies

Hexaware is a specialized IT and BPO service provider, ranked the fastest

growing mid-sized company in India. We have leadership positions in PeopleSoft,

HRIT, Airlines, and BFSI. We specialize in Business Intelligence and Analytics,



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Legacy Modernization and Independent Testing, and have over 5000 staff in 11

countries serving 145 clients globally. Our experience in the business process

outsourcing arena fully complements and strengthens our service spectrum and allowsus to operate as an enterprise-class solution delivery company. Our solutions aim to

provide high value by optimizing cost of ownership of technology investments for

customers.

FocusFrame is a leading provider of Business Technology Optimization

consulting services. The firm's specialty is end-to-end enterprise systems validation

and optimization for CRM, ERP, and Web based business technologies. This is

accomplished with a suite of services that utilizes proprietary process methodology,

highly skilled professionals, and third- party automation validation & optimization

tools.

http://www.focusframe.com/

Caliber Point Business Solutions offers comprehensive Business Processing

Outsourcing (BPO) to global organizations. Specializing in IT led Transformational

http://www.focusframe.com/http://www.caliberpoint.com/http://www.focusframe.com/http://www.focusframe.com/


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BPO services, Caliber Point covers the Healthcare, Human Resources, Finance &

Accounting and Knowledge Services Domains. Our clients range from the largest

Third Party Administrators in the US to the largest Consolidators in the UK.http://www.caliberpoint.com/

RiskTech is a majority-owned JV of Hexaware Technologies with access to

over 300 resources with significant business analytics know-how and skills in asset

management, derivatives and wealth management and a variety of risk and treasury

management applications.

http://www.risk-technology.com/

Partners in Progress

http://www.caliberpoint.com/http://www.risk-technology.com/http://www.risk-technology.com/http://www.caliberpoint.com/http://www.risk-technology.com/


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Enabling Business-Technology Alignment through a robust partner

network

Hexaware provides that crucial business-technology alignment for clients by

continually scanning the technology horizon for newer, improved solutions. We

partner selected Technology and Business Solutions companies and set up competency

centers where new technologies are incubated, tested and nurtured.

Navigating the future

Our selected circle of technology and business-solutions partnerships makes us

the trusted advisor for clients, while navigating the maze of technologies, products and

suppliers.

Nurturing Relationships with our Partners

Hexaware partnerships are aimed at delivering real business value to our

clients. Each partnership helps our clients leverage our strong domain competency and

delivery capabilities with the comprehensiveness and strengths of partner solutions

and platforms.

http://www.microstrategy.com/ http://www.cognos.com/ http://www.informatica.com/

http://www.microstrategy.com/http://www.cognos.com/http://www.informatica.com/http://www.oracle.com/http://www.bea.com/http://www.sas.com/http://www.informatica.com/http://www.cognos.com/http://www.microstrategy.com/http://www.microstrategy.com/http://www.cognos.com/http://www.informatica.com/


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http://www.sas.com/ http://www.bea.com/ http://www.oracle.com/

http://www.sap-si.com/ http://www.microsoft.com/ http://www.lhsystems.com/

http://www.filenet.com/ http://www.oracle.com/ http://www.unisys.com/

http://www.ibm.com/ http://www.borland.com/

Brand & Edge of Being with Hexaware

http://www.sas.com/http://www.bea.com/http://www.oracle.com/http://www.sap-si.com/http://www.microsoft.com/http://www.lhsystems.com/http://www.filenet.com/http://www.oracle.com/http://www.unisys.com/http://www.ibm.com/http://www.borland.com/http://www.borland.com/http://www.ibm.com/http://www.unisys.com/http://www.oracle.com/http://www.filenet.com/http://www.lhsystems.com/http://www.microsoft.com/http://www.sap-si.com/http://www.sas.com/http://www.bea.com/http://www.oracle.com/http://www.sap-si.com/http://www.microsoft.com/http://www.lhsystems.com/http://www.filenet.com/http://www.oracle.com/http://www.unisys.com/http://www.ibm.com/http://www.borland.com/


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Hexawares impressive suite of software solutions features several unique

advantages that ensure high quality expertise and cost efficiency. These include:

Outsourcing models

Hexaware has an enviable track record in building, operating and delivering

solutions from very large offshore development centers (ODC). We offer proven

business model for customers looking to exploit delivery capabilities across the globe.

Our models provide a framework for outsourcing large application and product

management services and provide the customer with economies of scope and scale.

Leadership in niche areas

Hexaware has demonstrated leadership and expertise in focus areas.

We are a global market leader in PeopleSoft services

We are among the leading IT solution providers for the Airlines Industry

Hexaware is also fast emerging among the top two Indian IT services provider

in Germany

Our enterprise class solution offerings combined with best-of-class enterprise

integration skills are our key differentiators against competitors.

Focus versus generic strategy

In alignment with our focus on select areas, our investment and focus is

dedicated on growing to attain leadership in each sector. This has helped us to

compete and win in these areas against much larger and more established vendors.



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Domain expertise

Another key differentiator is our emphasis on bringing in domain experts in

almost every project. All our practices are led by experts in the respective areas.

Our size-the right size

Being a right-sized company, we have the ability to demonstrate adaptability

and flexibility in our operations to suit the dynamic needs of our customers. The

company has demonstrated capability in meeting resource and infrastructure

requirements for large projects, at the same time remaining small enough for

relationship comfort.

Effective delivery

We have invested in building significant onsite delivery and consulting

capability to absorb the process overheads of offshore by locating our business

practice leaders, account managers and top management team in North America. This

structure enables quicker decision-making and ease of access to customers.

Innovative & Flexible Contract Mechanism

As a mid-size vendor, Hexaware provides a great deal of flexibility in both the

contractual and delivery models. This includes using innovative pricing and payment

models that meet the unique expectations of its clients, as also optimizing its SEI

CMMI Level 5 processes to meet specific customer requirements. Working

relationships stretch from fixed time/fixed fee to time and material.

Multi-Cultural Dimension

Hexaware operates on a global platform, working with several Fortune 500

customers in North America, Europe and Asia Pacific. This gives us a unique

understanding and access to not only the business practices but also the cultural and

work-ethics in different regions and industry sectors.



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Process and Methodologies

Hexaware has institutionalized a number of processes and innovative

methodologies, which has built in risk mitigation strategies and cost efficiencies. Our

approach addresses the key issues of transition management and operational efficiency

improvement.

Quality Policy

Hexawares processes, products and organizational structure are geared

towards ensuring that every delivery to the clients passes through our stringent qualitymeasures. This policy has engendered a work culture that believes in stretching

innovative thinking to its limits and exhibiting a no-compromise attitude towards

quality.

Quality Initiatives

Hexaware has adopted and achieved the following international standards for

process definition and improvement at its global development centers

ISO 9001:2000

TickIT

CMMI Level V - SEI's Capability Maturity Model

ISO 27001: Information Security standards

Quality Process consulting services from Hexaware

We provide process-consulting services to clients who are looking to upgrade

process quality of their IT initiatives.

Information security

Information Security management at IT outsourcing centers has become one of

the important areas of concern for organizations. Stringent information security

measures are in place at Hexaware to ensure business continuity and reduce business



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damage by preventing and minimizing the impact of security incidents. ISO 27001 is a

globally recognized information security standard used to identify, manage and reduce

the range of threats to which information is subjected. The standard provides

guidelines and directions to safeguard organizational assets and emphasizes

continuous improvement for information.

Quality Assurance

We have also undertaken various initiatives such as implementing anorganization wide Defect Prevention Program, Metrics Program, automation of

processes and introduction of new tools.

Our Quality Improvement Program is based on the business needs, technology

changes, customer feedback, suggestions and process performance. We have also

undertaken various initiatives such as implementing an organization wide Defect

Prevention Program, Metrics Program, automation of processes and introduction of

new tools. We have instituted processes that enable transition to new technologies and

enable continuous process improvement.

Benefits

Our customers have benefited as a result of fewer defects, reduction in cycle

time and improved delivery capabilities. Hexaware has provided value-additions

through improvement in the performance of the systems that have been outsourced, a

reduction in the problems and failures, and improved stability. This has resulted in

high levels of customer satisfaction and repeat business. Implementing the processes

has trained our organization and people to be methodical and process-driven. We have

introduced and improved upon best-of-breed industry practices and standards and

thereby improved our delivery capability. Focus on quality has led to lower costs and

improved efficiency within the organization.



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Training Project Undergone in Hexaware

(HR)

I undergone mine summer internship in one of the most aspiring IT companies

of India. The summer internship topic of mine was HR-IT and employee turnover.

It relates to function of HR in IT companies and how the IT companies can bebenefited with HRM. For that purpose we had done the training that how is HR

responsible for generating the extra profit or we can say how HR can be better utilized

to minimize the extra burden in maintaining the line staff, how to give the appraisal,

recruitment process etc..

Hexaware is a very well known company in HR maintenance in the field of IT

companies. It provides the solution for different IT companies working not only in

India but also abroad. Covering "Recruit to Retire" HR functions, our service range is

designed to serve as a bridge between HR strategy, processes and technologies -

thereby enabling your HR to better align with an ever increasing business role. Payroll

Application, HR Application Outsourcing, Enterprise Learning Management, Portal

Implementation/Integration and HR Analytics are key components of the solution set.

HR IT

Global sourcing of labor and material resources has brought about the need to

connect employees in multiple locations across the globe, bridge business processes,

cultures and languages in order to deliver organizational excellence. This has enabled

management of workforce across multiple locations, while allowing for

implementation of a uniform, global, corporate HR strategy.

HR-IT is the technology enablement of this HR strategy. It covers all the systems

and processes that support employee management from "Recruit to Retire" functions



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within the organization. Increased adoption of HR-IT has enabled companies to set up

global shared services centers and outsourcing of HR processes.

Recently, HR-IT has gained significance since most organizations have been using

technology to transform HR, to increase HR productivity, to improve employee

experience and to maximize the value of the company's most important asset-

employees by aligning their skills, activities, and benefits with business objectives and

strategies.

Leadership Track

The #1 provider of offshore HR-IT services

Experience of executing more than 500 projects for over 25 Fortune 500

clients

Capabilities in multi country roll-outs

Currently provide HR-IT solutions for several global 500 companies

Durable methodologies for consolidation of multiple HR-IT systems spread

over 120 countries

Implementing one of the largest HR consolidations executed globally

Superior HR expertise



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Services

Covering "Recruit to Retire" HR functions, our service range is designed to

serve as a bridge between HR strategy, processes and technologies - thereby enabling

your HR to better align with an ever increasing business role. Payroll Application, HR

Application Outsourcing, Enterprise Learning Management, Portal

Implementation/Integration and HR Analytics are key components of the solution set.

HR Product Based Services

SAP, Oracle-PeopleSoft

SABA, SumTotal, Kronos

Kadiri, Authoria, CompTrac

Restrac, Virtual Edge, Taleo, Resumix

Employ!, BrassRing, RecruitSoft

Solutions

Payroll Solutions

HR Portals & HR-Analytics

Enterprise Learning Systems


HR-IT Architecture and Design

HR Product Evaluation/Selection

HR Business Process Re-engineering (BPR)

HR BPO Services

Payroll Processing

Recruitment Process Outsourcing Learning Process Outsourcing



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Benefits Administration

Employee Life Events Data/Records Management

HR Helpdesk

Human Resource (HR) Solutions and Services

Hexaware has acquired tremendous amount of functional skills in the Human

Resource (HR) and Payroll domains over the last decade. Hexaware provides

integrated Human Resource (HR) services, which includes Human Resource (HR)

Consulting, Human Resource (HR)-IT Solutions and Human Resource (HR) BPO.

Strategic ConsultingHuman Resource (HR)-

IT solutions and services

Human Resource (HR)

BPO

Human Resource (HR)-

IT Architecture Design

Employee Portals and

Human Resource (HR)Self Service

Payroll Processing

Human Resource (HR)

Product Selection

Human Resource (HR)-

Analytics, Data

Warehousing, Reports

Transaction Processing

Human Resource (HR)

BPRGlobal Payroll

Document Management

Payroll OutsourcingEnterprise Learning (e-

learning)

Helpdesk, Reporting

Globalization,

Consolidation

Implementation,

Integration, Upgrade of

Human Resource (HR)

Products

Resume Processing

24X7 Support Benefits Administration

Human Resource (HR)

Shared Services



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We offer services around leading Human Resource (HR) products such as the

following to enable you leverage the investment in Human Resource (HR)

Technology. Upgrade, integration and building new functionality are some of the

services provided as the business needs increase.

SAP, Oracle-PeopleSoft

SABA, SumTotal, Kronos

Kadiri, Authoria, CompTrac

Restrac, Virtual Edge, Taleo, Resumix

Employ!, BrassRing, RecruitSoft

Benefits

Improved Analytics and Reporting for effective decision-making

Portal-based information access to all employees resulting in increased

productivity

Better integration of systems and related data elements

o Improved accuracy and uniformity of employee information

o Quicker and more accurate employee MIS

Reduced complexity of 24x7 maintenance of Human Resource (HR)

Applications

Reduced Human Resource (HR)-IT cost per employee

Acts as a virtual offshoot of the Human Resource (HR)-IT team

Hexaware ensures that all needs pertaining to Standardization/Localization, Data

protection/Security, Multilingual, Multi currency needs and statutory requirements are

met while delivering the solutions.



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Knowledge of HR Processes

Case Studies



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To understand how Hexaware's Human Resource (HR)-IT Services helped a

large Human Resource (HR) BPO company optimize costs while at the same

time maximizing Human Resource (HR) Productivity. Offshore Application Center: PeopleSystems, for a large Telecom provider.

Global HRMS Upgrade & Conversion for a leading manufacturer.

Our Value Proposition

Hexaware has the distinction of being the only Indian company to offer

integrated Human Resource (HR)-IT services, and the largest provider of

Human Resource (HR)-IT support with over 500 projects to our credit.

Demonstrated ROI to Human Resource (HR) managers of Global 1000

Corporations

Proprietary methodologies and tools for Implementation, upgrade, Global Roll

Outs

Conform to the most stringent security standards for undertaking Human

Resource (HR) outsourcing services such as BS 7799, SAS 70 Type 1

Knowledge of 45 countries Human Resource (HR) practices as well as a wide

portfolio of Human Resource (HR) Processes

Human Resource (HR) Portals

Increasingly, global corporations are evaluating and adopting portal strategies

so as to implement a single, base Human Resource (HR) policy, procedure, and

employee brand across the organization.

This implies that the communication of culture and values, employee relations

strategies can now be implemented in multiple locations across the globe, with the

flexibility to accommodate local requirements of culture, regulations and language.



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The advantages:

Centralized reporting and analysis can happen to feed into corporate decision-

making.

The organization can easily optimize functions such as resource mobilization

from different parts of the world where talent is available

Hexaware offers the following as part of our Portal Deployment Service.

Portal strategy consulting

Development, implementation as well as support for Global Human Resource

(HR) Portals

Customization/personalization required specially in the global vs local

dilemma

Integration with core systems and data

Navigation, workflow support, global reporting/analysis

Search facilities and content publishing

Building user management features- global/local/business unit/organizational

tree etc., and desired security features

Building Collaboration features

Benefits:

Elimination of physical media creation and distribution, air travel, manual

processing and checking, reducing the number of vendors, and time spent physically

tracking; checking and processing are the most common areas where savings can be

realized through portal implementations.

In a complex global scenario, it becomes much easier to identify and measure

specific process improvements (like reduced cycle times and error rates) with a sound

portal strategy.



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Measurable reductions in process steps can lead to other benefits such as business

process streamlining and flexibility to change with the business environment.

Finally, enhanced employee experience.


Rich expertise in developing global Human Resource (HR) portals for Fortune

500 clients

Deep capabilities in internet technologies such as dot net and J2EE

Sound Human Resource (HR) Functional knowledge

HR Analytics

Our HR Analytics and warehousing services enable organizations to get

meaningful insights from HR data collected from various enterprise-wide HR and non-

HR systems.

HR Analytics Service Offerings

Our service offering encompasses Consultation, Selection of HR Products,

Implementation and Ongoing Maintenance Our Specialty:

HR Analytics strategy and warehouse implementation

HR vendor evaluation and selection

HR warehouse maintenance and upgrade

Analytics Solutions

Work Force Development

Recruitment

Compensation Learning and Development



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HR Scorecard and KPI

HR Predictive and Mining Analytics

Implementation framework

We provide HR warehouse implementation on an end-to-end BI platform. The

services include:

HR Analytics Business Consulting

Warehouse Framework Analysis and Recommendation

Packaged Analytic Solution Implementation

Data modeling

Extraction, Transformation and Loading ETL

Reporting and OLAP

Datamining

Enhancing Value to the HR function with:

Dashboard driven decision

Higher efficiency, reduced complexity

Reduced HR technology and HR IT costs

Better data integration

Predictive tools

Empowered human capital strategy

Partnerships

Our success in HR Analytics is driven by strong relationships with leading

companies specialized in warehousing and analytics. SAS, Business Objects, Oracle,

Microstrategy, Cognos, Hyperion, Microsoft, Teradata, Informatica, Ascential and

others. ERP partnerships include Oracle-PeopleSoft, SAP-SI.

Value Proposition



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Hexaware is the #1 Indian HR Technology provider and offers end to end

HRO services globally

Partners the top global HRO service providers and HR Product companies Deep relationship with vendors in HR space like Peoplesoft, SAP, Oracle and

SAS

Proven implementation expertise of HR Analytics, HR Warehouses and

Datawarehousing solutions.

HR Payroll Software

Globalization, increased employee mobility and increased mergers andacquisitions is making payroll highly complex and challenging to administrate. At the

same time technology advancement enables todays Global Payroll software to run

payroll processes from a central location for multiple countries using a single database

and yet provide the ability to enter and access payroll data from anywhere in the

world.

Hexaware leads the way Global Payroll Roll out and Implementation and

offers end-to-end solution for small, medium and large organizations evaluating Multi-

country Payroll implementation through the offshore model.

Services

Implementation, Upgrade and Support of Global Payroll

Applications(PeopleSoft, SAP, Oracle)

http://www.hexaware.com/oracle.htmhttp://www.hexaware.com/oracle.htm


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Development of country extensions

Standardization of pay elements across countries without losing sight of

country-specific requirements. Integration with HRMS

Localization: In accordance with country specific requirements - both statutory

and non-statutory

Managing Multi Lingual requirements: Handling non-English reporting based

on certain countries statutory requirements.

Hexawares experience in multiple implementations of various Payroll

applications such as PeopleSoft, SAP, Oracle Apps, etc, has helped us build the tools

and method to accelerate the process of deployment.

Benefits of our accelerators:

Roll out made easy:

Our proprietary methodology for roll out enables us to complete deployment

for multiple countries through hub and spoke model within short timeframes from

offshore.

Reporting deployment made easy:

The tool assists customers/users/developers in satisfying the reporting needs by

saving 50-70% of time/effort/cost to deploy. In addition, it allows for multi

dimensional reports of superior quality and accuracy.

Productivity improvements:

Hexawares proprietary tool for deployment results in dramatic improvements

in productivity for managing reporting requirements related to Global Payroll.




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Most comprehensive and mature Payroll solution provider

Ability to provide Payroll technology and BPO services

Ability to provide Payroll technology and BPO services Deep knowledge of country specific requirements

EMPLOYEE TURNOVER IN

IT INDUSTRY

There are some keys to win over the employees in an India Software

Company. The IT managers have forgotten those soft-skills and techniques in the

long-coarse of time. This is one of the reasons why Software Companies faces high

ratio of employee turnover in a firm. The survey carried on Top Software Companies

in India tells that the employee dissatisfaction level has increased up to 27% in 2007.

Most of the employees complained that the pressure given by their boss and dumping

work-load in Software Outsourcing setting.

Now what worst could happen in Software Company, if the company fails in

delivering positive energy to the employees and cares less about their employees. Such

companies usually lack the motivation to deliver to its worker due to ill-prospect

manager in the firm. Most of the managers find difficult to delegate the work to their

employees. They are not at fault perhaps, but even they are not talk to do the same.



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India Software Development needs to have an organized structure and

management so as to retain their employees for long-time. Consolidations should notbe only in the words, but all also action performed by the IT Manager.

MEANING OF EMPLOYEE TURNOVER:

Employee turnover occurs when employees voluntarily leave their jobs and

must be replaced. Turnover is expressed as an annual percentage of the total

workforce.For example, 25 percent employee turnover would mean that one-quarter

of a company's workforce at the beginning of the year has left by the end of the year.

Turnover should not to be confused with layoffs, which involve the termination of

employees at the employer's discretion in response to business conditions such as

reduced sales or a merger with another company.

Employee turnover has been defined as the rate of change in the working staff

of concern during the definite period.

In other words, it signifies the shifting of work force into and out of an

organization. It is a major of extent to which old employees leave and new employees

enter into service in a given period. Employee turnover is the cause and effect of

instability of employment, apart from being a major of the morale and efficiency or

otherwise of worker.

Therefore, it can be concluded that Employee turnover is a perpetual concern

for companies. Having to replace staff at regular interval can be headache for a busy

manager and the entire resource- shaping circus of hiring and training new employee

is one that company scarcely look forward to.

FACTORS RELATED TO EMPLOYEE TURNOVER:

There are several factors which are related to employee turnover



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1. The Economy in this model, the overall economy sets the stage for alternative

employment opportunities. In a tight economy, generally there are less alternative

opportunities and employees are less willing to leave their current jobs even if theyare dissatisfied.

2. Company culture is another strong determinant of turnover intentions.

Company culture is determined by a bunch of things as skills, leadership,

rewards/recognition, and communications.

3. Organizational Characteristics nested within an industry is the specific

organization. Within any industry, there are some organizations that simply do a

much better job of retaining employees than others. Some of this has little to do

with enlightened practices and is simply a product of workforce demographics.

All things being equal, a younger workforce will have more job and company

changes than an older workforce. Part-time personnel are less stable than full-time

personnel and a workforce with greater average tenure will have fewer turnovers

than a workforce with less average tenure.

4. Industry Trendsthe Health Care industry is a good example of how industry

trends interact with the general economy. With managed health care has come an

increased focus on profitability and cost reduction, and rapid

consolidation of hospitals. This has created an atmosphere of uncertainty and

dissatisfaction for many health care professionals. The current good economy

offers career opportunities outside of the industry and can increase the level of

turnover that might already occur. The net effect is that turnover is very high in

this industry and there is an increasing shortage of qualified professionals.

5. Job Characteristics one of the most researched areas is the relationship

between job satisfaction and turnover. There is a well documented body of

research that suggests the following job characteristics are most commonly

associated with job satisfaction:

Variety - Jobs that offer a greater variety of tasks are associated with higher

satisfaction levels



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Autonomy - Jobs that offer greater freedom and choice in execution (i.e.,

empowerment) are associated with higher satisfaction levels

Identity - Jobs that offer a sense of ownership and personal accountability are

associated with higher satisfaction levels

Feedback - Jobs that offer intrinsic feedback on quality of performance are

associated with higher satisfaction levels

Defining the Employee Turnover Problem:

Global outsourcing and the astounding amount of foreign direct investment

pouring into China, Russia, and India have created tremendous opportunities and

competition for talented IT professionals in those countries. The downside of this

increased competition is a rising rate of turnover, particularly in India.

Almost every sector in India is facing high rates of turnover these days. A recent study

revealed that employees leave either because of compensation reasons or due to better

growth opportunities.

According to NASSCOM, Indian IT-ITES industry recorded US$ 39.6 billion

in revenues in 2006-07. The revenue of US$ 49-50 billion has been projected in 2007-

08 at a growth rate of 24-27 per cent. The IT industry's contribution to GDP was 4.8

per cent in 2005-06.Though the IT/ITES sector is booming, it is constantly facing

high turnover rates of 25% - 30%. Even the big brands are also facing the same

problem. According to the survey conducted by BES and Data Quest, Sierra Atlantic

recorded highest turnover rate (29%) followed by Kanbay with 25% and Accel

Frontline with 20 per cent. To put these turnover numbers into perspective, if a

company has 100 programmers and a turnover rate of 25%, then 25 of its IT staff will

leave each year. Think about the time and money it took to find, interview, hire, train,

and coach those 25 people. Now think about losing them and starting the hiring and

training processes anew.



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How do the hiring and training processes break down in terms of total costs in

India?

The typical time for advertising, interviewing, screening, negotiating, andhiring a new employee is about two weeks. Companies usually allot one week for

programmers to become familiar with the new business, two more weeks for technical

training, and one last week for customer training.

Now imagine a 25% turnover rate and replacing 25 of these programmers each

year. Based on a yearly salary of $15,000 for the human resource person and $25,000

for the programmer, it would cost an additional $63,000 annually in acquisition and

employee training costs. After considering these figures, it quickly becomes apparent

why companies are investing in strategies to prevent turnover.

Turnover Conclusion during the Training

The Hexaware Technologies provides the solution for the employee turnover

through various method provided by them at client side.

The approach that has been adapted with the help of Hexaware Technologies

by the various companies across the world has been drafted below in a precise way. In

mine internship I had been given the subject performance solution training for the said



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way. We were the group of trainee given the on job implementation of the parts of the

methods on the sites.

TRUTHS ABOUT EMPLOYEE TURNOVER

It is difficult to accept when organizations say they have zero attrition rates.

Companies may have healthier turnover rates, however, there is no such thing as

zero attrition. There are other such facts about turnover, about which most of us

are not aware.

Some of such facts relating to employee turnover have been highlighted below:

Turnover Always Happens: Companies who believe in zero attrition rates only fool

themselves. This happens because employees keep on moving due to reasons

like marriage or further education. Nothing can top these employees from

moving on. So, rather than achieving zero attrition companies should focus on

identifying whom they want to keep so that they have healthy attrition rate.

Some Turnover is Desirable: Zero attrition is not desirable mainly because of two

reasons. Firstly, if all employees continue to stay in the same organization, most

of them will be at the top of their pay scale which will result in excessive

manpower costs. Secondly, new employees bring new ideas, approaches, abilities

& attitudes which can keep the organization from becoming stagnant.

Turnover Includes Costs: Turnover always includes some costs. Consider the costs

of replacing the key employee who falls in to the category of high performers.

This includes the costs of recruitment advertisement, referral bonuses, selection

testing, training costs, etc. Moreover, turnover results in loss

of time and efforts, low productivity, loss of morale, loss of knowledge and so

on.

High Salary Doesnt Work: Most managers assume that a high salary package is

enough to keep employees loyal to their organization. Employees may face other

problems like low job satisfaction, low engagement levels, no recognition, poor

working conditions, less support from superiors and so on. Salaries are not



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always the solution to attrition. Managers should try to identify the roots of the

problem and then find a feasible solution.

The Manager Can Reduce Attrition: Managers should take primary responsibilityfor retaining their employees. Much of the employees perception of job

satisfaction stems from the relationship they share with their immediate

supervisor. Managers should try to support their subordinates and give proper

feedback on performance. HR managers should work in collaboration to make

the key employees last in their organization.

1. Reducing Turnover takes Commitment: Reducing turnover

takes an investment in coaching, developing, motivating, mentoring & listening

to people. There should be universal acceptance of the goal of reducing turnover

along with top management commitment and dedication.

REASONS FOR EMPLOYEE TURNOVER

It is not easy to find out as to who contributes and who has the control on the

attrition of employees. Various studies/survey conducted indicates that every one is

contributing to the prevailing attrition. Turnover does not happen for one or two

reasons. The way the industry is projected and speed at which the companies are

expanding has a major part in employee turnover. For a moment if we look back, did

we plan for the growth of this industry and answer will be no. The readiness in all

aspects will ease the problems to some extent. In our country we start the industry and

then develop the infrastructure. All the major IT companies have faced these realities.

If you look within, the specific reasons for attrition are varied in nature and it is

interesting to know why the people change jobs so quickly. Even today, the main

reason for changing jobs is for higher salary and better benefits. But in call centers the

reasons are many and it is also true that for funny reasons people change jobs. At the

same time the attrition cannot be attributed to employees alone.

Organizational Matters:



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The employees always assess the management values, work culture, work

practices and credibility of the organization. The Indian companies do have difficulties

in getting the businesses and retain it for a long time. There are always ups and downsin the business. When there is no focus and in the absence of business plans, non-

availability of the campaigns makes people to quickly move out of the organization.

Working Environment:

Working environment is the most important cause of high turnover. Employees expect

very professional approach and international working environment. They expect very

friendly and learning environment. It means bossism; rigid rules and stick approach

will not suit the call center. Employees look for freedom, good treatment from the

superiors, good encouragement, friendly approach from one and all, and good

motivation.

Job Matters:

No doubt the jobs today bring lots of pressure and stress is high. The employees leave

the job if there is too much pressure on performance or any work related pressure. It is

quite common that employees are moved from one process to another. They take time

to get adjusted with the new campaigns and few employees find it difficult to get

adjusted and they leave immediately. Monotony sets in very quickly and this is one of

the main reasons for attrition. Youngsters look jobs as being temporary and they

quickly change the job once they get in to their own field. The other option is to move

to such other process work where there is no pressure of sales and meeting service

level agreements (SLA). The employees move out if there are strained relations with

the superiors or with the subordinates or any slightest discontent.

Salary and Other Benefits:

Moving from one job to another for higher salary, better positions and better benefits

are the most important reasons for attrition. The salary and offered from Foreign



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companies have gone up very high and it is highly impossible for Indian IT companies

to meet the expectation of the employees. The employees expect salary revision once

in 4-6 months and if not they move to other organizations.

Personal Reasons:

The personal reasons are many and only few are visible to us. The foremost personal

reasons are getting married or falling in love or change of place. The next important

personal reason is going for higher education. Most of the BE, MCA and others appear

for GATE examination or other examinations and once they get cleared they quickly

move out. Health is another aspect, which contributes for attrition. Employees do get

affected with health problems like sleep disturbances, indigestion, headache, throat

infection and gynecological dysfunction for lady employees. Employees who have

allergic problems and unable to cope with the AC hall etc will tend to get various

other health problems and loose interest to work.

Poaching:

The demand for trained and competent manpower is very high. Poaching has become

very common. The big companies target employees of small companies. The

placement agencies have good days for doing more business. The employees with 4-6

months experience have very good confidence and dare to walk out and get a better

job in a week's time. Most of the organizations have employee referral schemes and

this makes people to spread message and refer the know candidates from the previous

companies and earn too.

Employees Advocate:

One of the main reasons why employees leave companies is because of problems with

their managers. An HR professional can be termed an employees advocate and a

bridge between top management and employees at all levels. There is a huge gap

between HR professionals and employees in terms of understanding challenges and



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delivering requirements. HR has not really understood the problems associated with

employees careers and jobs. The companys overall plans and strategies also depend

on HR professionals as they voice employees problems and requirements.

EFFECTS OF EMPLOYEE TURNOVER

There is no set level of employee turnover which effects on the employing

organisation become damaging. Mostly it is said that employee turnover is not good

for the organizations. But employers should remember that turnover is not that bad

either. What is required is an optimum mix of turnover, not too high-not too low. Anoptimum mix of employee turnover can help in many ways.

A little rate of employee turnover may result into:

1. Bringing in new ideas and skills from new hires.

2. Better employee-job matches.

3. More staffing flexibility.

4. Facilitate change and innovation.

High rate of turnover may lead to decrease in:

1. Productivity

2. Service delivery

3. Spread of organizational knowledge

4. Interdependence of workers which creates bottlenecks in the smooth flow of

activities which affects the overall co-ordination.

5. Additional direct and indirect cost increase the cost of production and in turn

there is a reduction in the profit.



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REDUCING EMPLOYEE TURNOVER

With today's baby boomer generation beginning to retire from the labor

market, many IT companies are finding it increasingly difficult to retain employees.

Turnover is becoming a serious problem in today's corporate environment. The

employment culture is changing as well. It is now relatively common to change jobs

every few years, rather than grow with one company throughout the employment life

as was once commonplace. In addition, employees are increasingly demanding a

balance between work and family life.

Therefore, there are Seven Major Areas of Intervention that helps to Reduce Employee

Turnover mentioned below:

1. Early Interventions

2. Skill Interventions

3. Leadership Interventions

4. Communication Interventions

5. Reward/recognition Interventions

6. Job Enrichment Interventions

7. Selection Interventions

EARLY INTERVENTIONS:

The fact that large numbers of employees turnover in the first six months of

employment suggests that this is a critical time for helping people adjust to new roles.

Managing employees expectations should actually start before employment.

Thus the Orientation Programs should not be a one-day event; they should

span the first three months of employment. A good orientation program helps prevent

misunderstandings, and gradually introduces the employee into the organization. By

providing just-in-time information and training, rather than a one-day "core dump" of

information, gives better results of training efforts.



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Most importantly, establish a support system for the new employee. A good

practice is to set up a "buddy" system for new employees. A "buddy" is a seasoned

employee who volunteers to "look out for the new employee", making introductions,

providing advice, and helping avoid early pitfalls.

SKILL INTERVENTIONS:

Keep employees motivated and committed by enthusiastically offering both

training and development opportunities. On the hand, the personal development of

employees helps in employee retention. For Example, the top-rated companies spend

considerable time in training their people, they have low turnover rates, and they have

impressive numbers of applicants per job.

LEADERSHIP INTERVENTIONS:

Better Bosses mean lower turnover. Establishing performance expectations,

providing coaching and positive feedback, and interacting in a fair and consideratemanner are all things that good leaders do to help new employees be successful and

receive enjoyment from their jobs. To impact turnover, make sure that supervisory

promotion and training programs have interpersonal skills as part of their focus.

Measure employee perceptions of leadership behaviors and incorporate behavioral

expectations into leaders performance management expectations.

COMMUNICATION INTERVENTIONS:

There are certain ways of communication intervention that helps to reduce turnover

rates, such as:

1. Hold Open Forums: - Set up monthly or at least quarterly forums in which

employees can talk with decision-makers on issues important to them.

2. Improve Credibility: - Do what you say you are going to do or offer a good

reason why you cannot.

3. Find Ways To Communicate: - Communication is the solution to almost

everything in this world. Same applies to employee retention also, thus



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employers should determine various ways of communication such as a

quarterly employee newsletter.

4. Eliminate Fear Of Reprisal: - Use suggestion boxes as an anonymous wayfor employees to speak out.

5. Share Important Information: - Treat employees as partners. Share

important information so this might make employees feel a sense of

accomplishment or on problems that might encourage them to go the extra

mile.

REWARDS/RECOGNITION INTERVENTIONS:

Money can talk volumes, but the creative use of money is a key to retention.

Various kinds of contingent bonus strategies can be used to help with retention, which

are:-

1. Deferred bonuses are paid out incrementally with a significant back-end

payoff for a combination of performance and retention. This type of bonus

system can help guarantee service for a finite number of years but also address

long term retention.

2. Performance bonuses can help an employee reach high levels of income

providing they can consistent

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