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Interview with Mr Sabu Thomas Director, Human Resources, Netkraft, Bangalore
Tell us something about Netkraft. What are your areas of operations and recruitment presently?
Netkraft is a Bangalore-based software company that builds and implements software solutions, and offers software life-cycle services to retail and distribution and healthcare and life sciences markets in the US and Europe.
A five-year old company, it is one of India's leading domain-focussed companies, with a global hybrid delivery model that has been certified at Level 4 of the Capability Maturity Model (SEI CMM Level 4). Netkraft's offerings are sharply focused on providing sustainable business value to its clients.
Right now we are concentrating on hiring the right people in strategic positions especially in business development and delivery areas. We are also adding nearly 150 resources to our development team in the next six months.
What is your working environment like and your present employee strength?
We have a flat organisation with just four levels. From the beginning, Netkraft has understood the importance of right corporate values.
The company respects each of its nearly 300 associates and their contributions towards making Netkraft a success.
Our work environment tends to be informal. Every Netkrafter has a space that is a combination of personal freedom and self-responsibility. Mutual respect and accountability are the cornerstones of our value system. Openness, transparency and informality make for a congenial working atmosphere. The environment here is fun, fresh, young and energetic.
What are the minimum qualifications and personality traits you look for in your employees?
We look out for professionally qualified people for our various teams. However, professional qualifications are not imperative if the candidate has sufficient experience in relevant areas.
Apart from qualification and experience we look for a "Netkraft fit". We look for openness, positive-ness and a `can do' attitude with high energy levels. Someone who can contribute to the growth of the organisation from day one is the `mantra' of our Talent Acquisition Group (TAG).
What are the growth opportunities and promotional avenues open for employees at Netkraft?
A career path is defined for each associate in the organisation. Our career progression plan helps horizontal and vertical movements for associates according to their talents and interests. It also helps associates to become multi-skilled as they move up the ladder. Growth at Netkraft is purely on the basis of performance and value addition to the organisation.
We continuously identify fast trackers and promote and position them appropriately. Our Career Guidance and Performance Review program (CGPR) helps associates identify their potential areas and concentrate on them to be more effective and result oriented.
What keeps the employees ticking and promoting team spirit?
According to a recently conducted Employee Perception Survey, one of the highlights that is well-appreciated in Netkraft is teamwork. Transparency along with openness is a key factor here.
Besides the project level appreciation of commendable performance, we have institutionalised quarterly performance awards such as `Netkrafter of the quarter' award, `Relentless Execution' award, and `Best Team' award to promote team spirit and morale in the organisation.
How do you identify your employee needs? What about attrition rate?
Netkraft is known for the loyalty of its associates. The average career span in the company is well above industry standards and our attrition rate is within industry norms.
Transparency and openness within the organisation helps associates to voice their concerns at appropriate levels.
Besides, each associate is aligned to a particular track and each track has built strong internal communication channels to address issues.
Other organisational forums such as CEO chat conducted once a month, one-to-one with HR team, and issue-based focus groups help in identifying the needs and concerns of our associates and address them appropriately.
What kind of appraisal system do you have in place?
We follow a unique HR initiative titled CGPR - Career Guidance Performance Review program for the purpose of performance assessment and career guidance. Each associate is assigned to a Career Guide who imparts career advice and continuous
handholding during his/her career span in the company. The Career Guide (CG) sets career goals for their `people' and closely monitors their performance throughout the year.
End of project appraisals supports the CGPR programs with project-based performance inputs on each associate. CGs are continuously trained in this process.
How do you contribute to enhance employees' performance?
Recognition and rewards are directly linked to each associate's performance. Our reward mechanism recognises best performers in the organisation. The metrics-driven performance management and feedback system helps in measuring performance levels of each associate from time to time.
Training initiatives are aimed at addressing performance issues and also proactively honing the skills of the associates to take up future challenges.
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