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The Times of India Monday December 31, 2007
Bumper year for city in IT hiring |
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The Hindu Business Line Monday December 24, 2007
De-risking the staffing business |
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The Economic Times Thursday December 12, 2007
Career detours:Pursue dreams amid sabbatical breaks |
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The Economic Times Thursday November 29, 2007
Rupee blow : IT cos to go slow on hiring support staff |
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The Hindu Business Line Monday November 26, 2007
Building high performance teams |
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The Economic Times Tuesday November 13, 2007
IT giants fine-tune bench management |
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The Hindu Friday November 2, 2007
IT companies tighten purse strings to cut costs |
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Times of India, Sept 17, 2007
Indian tech campuses turn melting pots of diversities |
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Times of India, August 23, 2007
IT companies create shadow talent pool |
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Economic Times, August 22, 2007
IT companies show the door to deadwoods |
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Times of India, June 26, 2007
Bubble CEOs’ fill vacuum on top |
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DNA, June 15, 2007
Men are top job ditchers, women loyal, says study |
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Economic Times, May 28, 2007
Recruitment Sector gets into M&A mode |
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Times of India, May 03, 2007
Women slam move to ban night shift |
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Business Line, March 06, 2007
Venture Capital firms' move to recruit, retain talent |
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Business Line, March 01, 2007
Union Budget 2007-08 for Women |
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Times of India, Feb 22, 2007
Talent also has a shelf-life |
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IT companies show the door to deadwoods |
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Economic Times |
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August 22, 2007 |
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Thanuja B M & PP Thimmaya |
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Deadwoods’ is how they are known in recruitment circles. And there seems to be a rise in numbers of this bunch of guys who have flunked their appraisal test (been rated bad performers) in IT/ITES companies and are being chucked out by employers. According to sources, the top IT companies — both Indian and MNCs — are asking their deadwoods to leave, even as they are in an aggressive recruitment mode.
Recently, IBM India is reported to have asked over 1,000 people to leave because of bad performance. That’s about 1.9% of its total headcount of 53,000 and on par with the 2%-3 % that Wipro sees in terms of percentage. According to industry sources, while the average attrition rate for a well managed company stands at around 18%- 20%, about 50% of this are actually no performers who go out of a company.
Wipro HR executive vice-president Pratik Kumar said, “We hate to weed them out. So our effort is to put them on improvement programmes. We have formal discussions with them, do an analysis and give them about six months to improve. If they still can’t perform, then we shake hands.” Stating that one needs to look at it not just from the human angle but also from the business impact, he added that “if you want to be competitive, you can’t shy away from it.”
The entire process of appraisal is done very systematically and there are two-three stages before any employee is put in the underperformer category said Vati Consulting CEO Amitabh Das. “I think it is a good sign that companies are taking this very seriously as in the long run, it helps in improving the productivity of the company,” he added.
Mr Kumar also points out that though the category has remained steady in percentage terms (about 2%), the bigger numbers being seen now are a factor of scale and size. After all, the major IT companies in India have been adding between 12,000-25 ,000 people each in the last couple of years, to take their headcount beyond 50,000 people.
So what happens to these guys? Adecco India CEO Ajit Isaac said:,“People shown the door by the big companies are willing to go to the tier II and tier III companies, which welcome them since they have the brand in their resume. An HR person can’t always know why the candidate has left his previous job. So for these people in the smaller companies, its a honeymoon period for first 6-8 months but if their performance continues to be bad, then they hit a career crisis. Some of them are looking at joining startups while a bunch of them go to BPO firms.”
Ad Astra Consultants founder Nirupama V G said, “Some people get jobs on contract basis to ensure they get the relevant experience before trying for another good position . Or some go in for temp jobs.”
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