Capgemini India accelerates promotions, offers attractive increments
BENGALURU: High employee attrition and abuse of social networks due to wage increases at the beginning of last year seem to have persuaded Capgemini India to look at your employee offers.
He has even conceptualized a new human resources strategy, one that borrows from Albert Einstein's iconic equation, E = mc2. In Capgemini Language, that is, employee engagement (E) is equal to motivation, compensation and career.
With these in mind, the company has done a number of things over the past few months. “Employees want agility and speed in their career. Towards that, we launched an accelerated and agile career progression plan. We’ve moved to a quarterly promotion cycle,” Capgemini India CEO Ashwin Yardi told TOI.
Yardi said the number of promotions in the last year, at 19,000, was the highest in the last decade.
The company is also trying to ensure that employees have the right skills to move quickly. In the last two years, we launched a massive training program, and last year alone, we trained almost 60,000 employees in new technologies, Yardi said. The company has more than 1 lakh of employees in India, almost half of its global strength.
Yardi, who has been with the French IT services company since 2001, took over as CEO of the India operations in December last year. He is also part of the 24-member group executive committee (GEC) of Capgemini that sets the strategic direction for the group.
Capgemini India had announced late last year that fresher salaries had been raised for the year by 20% to Rs 3.8 lakh. Yardi told TOI that salary corrections have also been made, based on skills, for those who have completed 2 to 4 years in the firm and who had joined as freshers.
“So, in the first years, for at least the first 2 to 4 years, I think the compensation change was almost in the middle range of 20%. Across the organization, this year's average salary increase was 10-11%, ”said Yardi.
The employee feedback mechanism has also been changed to make it more agile. Randomly, employee groups get different sets of questions. It could be the workplace, their careers, their managers and the company tries to address them quickly. We have even launched a program to address our managers. We are looking to retrain them, so they are in tune with the new workforce. We call it the agile managers course, Yardi said.
Capgemini’s Indian IT peers TCS, Infosys, Cognizant and Wipro too have been skilling employees in new digital areas such as automation, artificial intelligence, and machine learning, and have been focusing on differentiated salaries. While the entry-level salary in these companies has been stuck at about Rs 3.5 lakh per annum for the past decade, all of them offer significantly higher salaries for newer skills and better performers.