HR Practices in Newgen Software

At Newgen we believe in the power of resourceful humans. Our people are our primary source of competitive advantage and they help us to drive our growth in a planned and efficient manner. We work towards developing a culture that attracts people with multidimensional experiences and skills. We hire product developers that are trained to think about building products as opposed to implementing IT projects. Our developers take great pride in building world-class products with cutting edge technologies. Such sense of pride cultivates belongingness and affinity in our teams. As a result many of our developers like to stay with the company for long periods of time improving our retention rates as one of the highest in the industry. We hire and train high end product developers, as building a product requires proper generalization, flexible design, and disciplined coding. Our training and team environment ensure that they can think through all aspects of the problem being solved by building flexible architectures and writing robust code. Building products for highly competitive environments require development teams that can properly match that intensity. To ensure that people who join us have the right mix of attitude, values and skill sets compatible with Newgens culture, we follow a rigorous hiring procedure. Our selection procedures involve a thorough psychometric testing, and skill based interviews, which reduce the subjectivity of the process. Using metrics and measurements regularly, like cost per hire, source distribution, staffing efficiency ratio etc. Helps us to maintain our quality of the selection process. Our parameters for selection extend to both hiring from campus, as well as lateral hiring. In addition to acquisition of talent, we also lay special emphasis on development of talent through knowledge sharing activities, well-defined career path, and career development plans. Apart from this competitive pay, a well-outlined induction and orientation program, immediate rewards and recognition, open channels of communication, and a participative environment have led to our best resources being with us for a period of 5 yrs and above. Newgen's employees are responsible for its growth by leaps and bounds year after year. Thus, talent management is an important and critical activity for us. We provide an intellectually stimulating and meaningful work environment, ample opportunities to learn and grow, and a sense of belongingness, which challenges, motivates and inspires each Newgen-ite to achieve beyond potential. Our HR Philosophy: Our Human Resource Philosophy derives from the Vision of the company, and our HR practices are aligned to ensure and enable us to achieve our mission of enabling organizations to continually improve their business processes to achieve agility and cost effectiveness through innovative software products, solutions and services.

Our goal is to provide quality, flexible, agile and speedy service and responses to employees. Our recruitment process is dynamic and based on organizational manpower requirements, which helps us to adapt to the constantly changing nature of skill sets and responsibilities in the technology industry. At Newgen, we believe in the power of empowerment to create a sense of belongingness. Employees are encouraged to think out-of-the-box in their work assignments as well as to improve their quality of work life. OUR CULTURE One World. One Workplace. Our VALUES guide us in our quest to reach up to the vision that we have set for ourselves.
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Innovativeness and Creativity-: Leadership through Innovation Customer Focus --- Customers are our guide Newgen as family --- Newgen is a caring organization Honesty and Integrity Walk the Talk Speed Speed is Newgens driving Value

The above values, when practiced in the right spirit, have helped us to create a CULTURE that involves the following elements:
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Participative style of functioning Clarity of objectives Transparency and growth for all Time bound response Respect for individuals Encourage situational decisions Quality feedback

Recruitment Process In IT Sector

Recruitment refers to the process of selecting an individual for a particular job. It is a process of finding a right man at a right time for a right job. It is a process of screening and selecting a qualified person for a job at an organization or a firm. It is divided into two types: internal recruitment process and external recruitment process. Internal recruitment is the process of selecting employees inside the organization. Moreover, external recruitment is selecting the employees outside the organization. Recruitment and selection is the major function of the human resource department. Every organization has a well-qualified H.R department team, which helps the company in their recruitment and selection process. It is the duty of the human resource department to select the

right person for the right job. A general recruitment process is as follows: 1)Identifying the vacancies: The first and the foremost step of the recruitment department are to find out the vacancies available in an organization or a firm. 2)Prepare the job description: After identifying a job or vacancies the department has to prepare the job profiles and their descriptions to find a right person at a right time for a right job.

3)Advertise the vacancy through a proper media: As the company gets ready with their job profile details, the time comes to advertise for the vacancies available with their job profile and description in the best and the popular medium of advertising. 4)Managing the response: As the advertisement process completes the company has to get ready with their replies to the candidates applying for that job.

5)Arrange interviews: Now the time comes when the company shortlisted the candidates and arrange interviews for those shortlisted candidates. 6)Conducting interview and decision-making: And at last, the company conducts the interview of those shortlisted candidates, and takes selection decision accordingly. Today India is also one of the hubs of IT sectors. Most of Indian IT companies standing in a very good position all over the world. India is not only involved in their own IT companies, but it is also engaged in many outsourcing businesses with the different countries. As we, all know that there are approximately 10,000 students becoming engineers every year, so due to which the selection process of companies are also become harder and competent. It is not only the India, which has a strong believe in IT companies, whereas it is the world, which is working just because of the support of IT companies. In today s time, these IT companies are handling almost all the security and services required by the different organizations all over the world. Just because of this IT sector only, the life has become so fast and smooth that anything and everything can be done very easily and smoothly. To be a part of this sector one has to be very attentive, very much updated, and technically qualified.

Understanding the it Recruitment Process

Graduates who are entering the information technology field directly from the university level have to contend with eager IT recruiters at job fairs and open houses. IT recruiters are tasked with finding the best IT professionals while promoting aggressively the company that they work for. While graduates may find the enthusiasm and aggressive approach of IT recruiters a bit much at times, they need to understand the pressures applied on these recruiters by the industry which they work in.

The information technology market in the United Kingdom is not just a domestic market anymore. International companies from Europe, Asia, and North America are setting up offices and recruiting outposts in the United Kingdom to recruit top notch professionals from British and Scottish universities. IT firms have a public face in their recruiters, who feel the pressure to meet application quotas and find the best talents at the same job fairs as their competitors. The aggressive attitude is meant to impress graduates, not put them off. The competition from international firms only hits on the surface of recruiting issues for IT firms in the United Kingdom. In addition to beating out international competition, there is a need for individual recruiters to beat out their colleagues in the IT recruitment department. Recruiters need to demonstrate to their managers and supervisors that they are able to draw in applicants, convert those applicants into professionals, and sell the company at every opportunity. While some of these measures may be subjective, there is nonetheless significant pressure within the IT department on individual recruiters. Once a graduate understand the pressures on an IT recruiter, they can better understand the underlying issues within the IT recruitment process. Graduates are probably very familiar with the application, interview, and hiring process in the IT field. Undoubtedly, they will have to apply and interview with more than one company before landing their first professional position. However, graduates need to fully appreciate the machinations that go into hiring an individual IT professional. Recruiters, interviewers, and hiring managers need to communicate about subjective measures like communication skills and potential for long term success. As well, there is the tough task of differentiating between dozens of candidates who have the same educational experiences. IT firms ultimately have to determine whether an IT recruit or applicant is worth the investment in training, equipment, and salary. Graduates who can take a realistic approach to the IT recruitment process will be able to successfully use it to their advantage.