3. WHY ATTIRATION RATE IS SO IMPORTANT
• Both high attrition and high turnover rates can be indicative of
problems within the company. Between hiring costs, lost
opportunities, and lowered productivity, replacing employees can
cost between one-half to two times the employee’s annual salary.
4. WORK CULTURE
• They do not promote within the team instead the company brings in external people who doesn't
know anything about the project. They do not give raises. You will have to quit and then reapply 3
months later to get a salary increase
• Fairly mediocre experience, my fellow interns were fantastic to work with but the project structure
assigned to us was lackluster in terms of growth and innovation. This issue could have stemmed
from the fact that each intern (nine in total) was assigned different individual projects, resulting in
less flexibility for managers to communicate with the interns.
• The management group only gives favors to people who they consider valuable, others are either
given the silent treatment, asked to reach out to HR, or asked to wait
• - Treated their own employees with no respect
• - Annual salary adjustment wasn't given at all
• - They take advantage of people who are under visa status
• - Very low pay
• - Never implement what they have promised
5. Percent of employees who recommend the
company
• Wipro: 24%
• TCS: 26%
• HCL: 21%
• Infosys: 24%
6. • Regulating moonlighting
• Where employers seek to permit moonlighting, it should be ensured that there is a well-defined
policy within the ambit of which employees can enter into other engagements. Key matters that
should be regulated under the policy include the following:
• Applicability – Permitting senior employees or employees working on confidential projects
to have second engagements by virtue of their roles and responsibilities within the organisation
may make companies apprehensive. Accordingly, it would be important to clarify who within the
company (if anyone) may or may not enter into other engagements.
• Process – Transparency is key to ensuring that the permission to moonlight is not abused.
Accordingly, companies should clarify the process by which employees can take up second
engagements, i.e., if employees are required to obtain prior approval or if they are only required to
notify certain persons, etc.
7. • Nature of engagements – The policy should set out the type of engagements that employees
may accept and that there should be no conflict of interest in their obligations to their employers.
One of the ways of preventing moonlighting that is detrimental to business, is expressly permitting
moonlighting that is not detrimental to business. Accordingly, the contours of the permitted
engagements must be clearly defined. On a related note, employers must also clarify the extent of
commitment that employees may make in respect of their second engagement, the permissibility of
using office resources and the premises for the second engagement, treatment of IP created for
another entity if office resources are permitted to be used, etc.
• Protection of proprietary information – A specific restriction should be imposed on
employees in relation to the usage and divulging of proprietary information of the employer since
this will be the primary area of concern of any employer permitting moonlighting.
• Nature of legal relationship – As highlighted above, if an individual is employed by more
than one employer, it may lead to some legal and practical complications. Accordingly, employers
should specify the nature of the legal relationship that employees may create in relation to their
second engagements (employment, consultancy, etc.).
8. key business verticals
HCL
• Financial services
• Retail
• Communication
• Manufacturing
• Life science and healthcare
TCS
• Aerospace and defence
• Automotive
• Banking
• Financial markets
• Consumer goods
• Chemical and process industry
• Energy and utilities
• Healthcare
• Hi-Tech
• Industrial manufacturing
• Media and entertainment
• Oil and gas
• Public Sector
• Telecom
• Retail
• Travel, transport, logistics and
hospitality
