Vantaggi
With organization background linked with HP and Agilent, Job Stability can be counted as Pros
Svantaggi
1. The company is based on flat hierarchy system, so, the growth prospect of an employee is limited. 2. Band / designation given to each employee is ambiguous to the role they play in the organization. The designations starting from ICA-Master (2 years of experience) to ICB- Advanced (15 years of experience) have approx. 7-8 bands in between. However, these all bands are recognized as Customer Service Specialist/ Sr. Customer Service Specialist in the market. The biggest disappointing factor of these bands is the fact that it may take 3-5 years to go from one band to the next one, irrespective to the performance. The management will offer promotion only if an employee hits the compensation-ratio (aka., compa-ratio) 3. Remuneration: The company pays very well. This may sound very lucrative at first, but the fact is that the major chunk of the pay offered is variable (aka., FBP). Additionally, the management has planned this compensation strategy as an attrition controller. Employees do not get to leave the company because of the high remuneration against Entry Level designation. Thus, employees get stuck within the system without any professional growth. 4. Micromanagement: I will name a team specifically here, as I have personally experienced micromanagement here. The team is Global Business Services (Business Operation), also known as GBS-BO. The manager and Business Leader of this team micromanages each employee. Every employee is supposed to work within the script provided with no scope of empowerment. 5. Weak resource management: The teams are formed with very less resource in comparison to the work volume which impacts employee work-life balance. 6. Thankless job: Each employee is pushed to provide results on additional projects beyond KPIs. This in general cannot be counted as a negative point but the fact that there is weak resource management, every employee is already overloaded with daily work. Thus, to achieve the expectation, each employee will have to work at least 12-15 hours a day. Icing on this cake is the fact that, if an employee is unable to complete any project because they were achieving all the KPI targets, the employee will get only meeting expectation appraisal. The figures on the KPI matrices do not matter, even if you are the top performer there. 7. Retention bonus: It is better to call it retention bogus. The fact that the management will provide a retention bonus to prevent attrition is gift wrapped backstabbing knife. The conditions of this so-called special bonus is that: a) The total amount will be split in 2 installments disbursed in 2 years, b) You cannot apply for IJP or leave the company within the given 2 years, c) if you do leave the team or company, then the entire amount disbursed till the time will have to be returned to the company. It is not prorated at all. The super hilarious fact of this bonus is that this is also counted when the appraisal percentage is provided. If you receive retention bonus, be prepared to receive mere appraisal that year.