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ManpowerGroup | Friday, October 16, 2015 1
ManpowerGroup – Humanly Possible
Graduate Hire Program
ManpowerGroup | Friday, October 16, 2015 2
ManpowerGroup – Humanly Possible
Experis IT - Graduate Hire
Case Studies
ManpowerGroup | Friday, October 16, 2015 3
ManpowerGroup – Humanly Possible
The Client required:
1. A flexible Workforce m...
ManpowerGroup | Friday, October 16, 2015 4
ManpowerGroup – Humanly Possible
Past Experience: Graduate SSP Program
• Experi...
ManpowerGroup | Friday, October 16, 2015 5
ManpowerGroup – Humanly Possible
Case Study 1: Graduate SSP
Client Situation Cl...
ManpowerGroup | Friday, October 16, 2015 6
ManpowerGroup – Humanly Possible
Case Study 2: PeopleSoft/Siebel
Outcome of the...
ManpowerGroup | Friday, October 16, 2015 7
ManpowerGroup – Humanly Possible
Case Study 3: AIX Train & Hire Program
Outcome...
ManpowerGroup | Friday, October 16, 2015 8
ManpowerGroup – Humanly Possible
Why Experis IT – Employer Benefits
We lead in ...
ManpowerGroup | Friday, October 16, 2015 9
ManpowerGroup – Humanly Possible
Our solution helped Client identify and hire
d...
ManpowerGroup | Friday, October 16, 2015 10
ManpowerGroup – Humanly Possible
The Industry Academia GAP
• Academic curricul...
ManpowerGroup | Friday, October 16, 2015 11
ManpowerGroup – Humanly Possible
While Client was also hiring, Experis IT
attr...
ManpowerGroup | Friday, October 16, 2015 12
ManpowerGroup – Humanly Possible
Factors that drive the IT Graduates towards E...
Experis IT –
Recruitment Process
ManpowerGroup | Friday, October 16, 2015 14
ManpowerGroup – Humanly Possible
Our Ways of Communication
Communication One-o...
ManpowerGroup | Friday, October 16, 2015 15
ManpowerGroup – Humanly Possible
Empanelment
3. Interested Institutions will b...
ManpowerGroup | Friday, October 16, 2015 16
ManpowerGroup – Humanly Possible
At the core of the test development process i...
ManpowerGroup | Friday, October 16, 2015 17
ManpowerGroup – Humanly Possible
Job descriptions and discussions with recruit...
ManpowerGroup | Friday, October 16, 2015 18
ManpowerGroup – Humanly Possible
Job Description & Discussions with Recruiters...
ManpowerGroup | Friday, October 16, 2015 19
ManpowerGroup – Humanly Possible
Statistical Inference – How it helps
1. Stati...
ManpowerGroup | Friday, October 16, 2015 20
ManpowerGroup – Humanly Possible
Validation Study
A validation study generates...
ManpowerGroup | Friday, October 16, 2015 21
ManpowerGroup – Humanly Possible
EXPERIS IT : IT Abilities Test
The IT Abiliti...
ManpowerGroup | Friday, October 16, 2015 22
ManpowerGroup – Humanly Possible
Client Generates bulk
requirements with lead ...
ManpowerGroup | Friday, October 16, 2015 23
ManpowerGroup – Humanly Possible
In Consultation with Client,
Experis IT deliv...
ManpowerGroup | Friday, October 16, 2015 24
ManpowerGroup – Humanly Possible
The Selected candidates before
being processe...
ManpowerGroup | Friday, October 16, 2015 25
ManpowerGroup – Humanly Possible
ManpowerGroup Best Practices
Our Code of Prac...
ManpowerGroup | Friday, October 16, 2015 26
ManpowerGroup – Humanly Possible
At ManpowerGroup, we research the career opti...
ManpowerGroup | Friday, October 16, 2015 27
ManpowerGroup – Humanly Possible
Training Courses: A Snapshot
ManpowerGroup | Friday, October 16, 2015 28
ManpowerGroup – Humanly Possible
Training Courses: A Snapshot
ManpowerGroup | Friday, October 16, 2015 29
ManpowerGroup – Humanly Possible
At Experis IT, we ensure low attrition rates ...
ManpowerGroup | Friday, October 16, 2015 30
ManpowerGroup – Humanly Possible
• Full time permanent employment
• Competitiv...
ManpowerGroup | Friday, October 16, 2015 31
ManpowerGroup – Humanly Possible
Retention Policy
National Skills Registry (NS...
ManpowerGroup | Friday, October 16, 2015 32
ManpowerGroup – Humanly Possible
Partnerships and Clientele
Technology Partners
ManpowerGroup | Friday, October 16, 2015 33
ManpowerGroup – Humanly Possible
Experis IT - Address Book
New Delhi
No.5-A, 5...
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Hire Train Deploy Case Study

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Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program. We got 20 candidates trained by Oracle India on curriculum co-developed by Experis IT - Oracle - Client.

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Hire Train Deploy Case Study

  1. 1. ManpowerGroup | Friday, October 16, 2015 1 ManpowerGroup – Humanly Possible Graduate Hire Program
  2. 2. ManpowerGroup | Friday, October 16, 2015 2 ManpowerGroup – Humanly Possible Experis IT - Graduate Hire Case Studies
  3. 3. ManpowerGroup | Friday, October 16, 2015 3 ManpowerGroup – Humanly Possible The Client required: 1. A flexible Workforce model to meet Organizational needs. 2. A partner firm with global reach and brand value to Attract & Retain best of talent. 3. A partner with prior experience in executing large scale innovative hiring along with demonstrated investment capability. 4. Significant Pan India presence to help you achieve these goals.
  4. 4. ManpowerGroup | Friday, October 16, 2015 4 ManpowerGroup – Humanly Possible Past Experience: Graduate SSP Program • Experis IT has an exemplary track record of fulfillment of graduate hires/ELTPS. • Experis IT was exclusively selected by Client to do a PeopleSoft ELTP Program. We got 20 candidates trained by Oracle India on curriculum co-developed by Experis IT - Oracle - Client. The batch was very successful, with majority candidatures being converted into Client payrolls after completion of 12 months. • Experis IT was exclusively selected by Client to do the Siebel ELTP program. Batch was successfully trained and placed into Client projects within all stipulated timelines. • Experis IT was exclusively selected by Client for ELTP program for Test Administrator and Application User support Competency in 2008. • In 2010, Experis IT also bagged T&H program for AIX skill for Client where Fresh BE/Engineering Graduates were trained on AIX skill and deployed at Client post training.
  5. 5. ManpowerGroup | Friday, October 16, 2015 5 ManpowerGroup – Humanly Possible Case Study 1: Graduate SSP Client Situation Client required highly skilled resources on various technologies across multiple locations. Model Up skilling of engineering graduate resources with a programming skill of typically 2+ Years required to be project ready in 2 straight months. Outcome of the Program 90+ resources were up skilled and deployed across Client locations successfully over the period of 3 months Technology Areas: J2EE Java Software Testing Open Systems Database Management System Mainframe .NET 1. Degree or a post graduate degree in engineering/technology (BE, B Tech, ME, M Tech) from any recognized university in India with average marks (of all semesters/years) equal to or above 65% 2. For candidates passed out from university in Maharashtra the average marks shall be 60% or above 3. The year of graduation should be 2013 or later Eligibility Criteria
  6. 6. ManpowerGroup | Friday, October 16, 2015 6 ManpowerGroup – Humanly Possible Case Study 2: PeopleSoft/Siebel Outcome of the Program 20 highly skilled resources trained on HTH /Niche skills were deployed across Client locations successfully in 45 days Client Situation Client required 20 highly skilled resources on HTH/ Niche skills across multiple locations in 2 months Model Cross training of resources with a programming skill of typically 2+ Years. Execution Flow 1. Experis IT India & Client short listed 50+ resources for each skill 2. Experis IT India conducted written tests to screen on aptitude/programming skills 3. Experis IT India & Client short listed 20+ resources for each skill to go through a training program by Oracle university. The resources underwent a training on PeopleSoft /Siebel modules for which Experis IT India incurred the cost on commitment from Client on absorbing the resources after successful completion of the program
  7. 7. ManpowerGroup | Friday, October 16, 2015 7 ManpowerGroup – Humanly Possible Case Study 3: AIX Train & Hire Program Outcome of the Program 30 highly skilled resources were deployed across Client locations in 60 days Client Situation Client required 30 AIX resources for their IT BU Objective To provide AIX (L0-L1) trained resources for 6 months - 24 months years under AIX stream; trained based on curriculum shared. The committed period of deployment at Client, after successful training, was 18 months. Model Train and hire model where fresh BE/Engineering graduates were trained on AIX skill and were deployed in Client post training Experis IT India Solution Experis IT up-skilled L0 resources on AIX skill and deployed them in Client post training as L1 resources
  8. 8. ManpowerGroup | Friday, October 16, 2015 8 ManpowerGroup – Humanly Possible Why Experis IT – Employer Benefits We lead in the creation and delivery of innovative workforce solutions and services that enable our clients to win in the changing world of work. Our Campus Readiness Program Experis IT is committed to fulfill and match the fresher / campus hiring needs of corporate India . Through this program , Experis IT will help our country’s young talent adapt to the corporate environment and improve employability skills. This will help in building a vast “skill ready” talent pool both for the country and corporate India.
  9. 9. ManpowerGroup | Friday, October 16, 2015 9 ManpowerGroup – Humanly Possible Our solution helped Client identify and hire dispersed and hidden resources from campus and beyond. We along with Client aimed towards improving the employability of the fresh IT Engineering Graduates and made them deployable in Projects.
  10. 10. ManpowerGroup | Friday, October 16, 2015 10 ManpowerGroup – Humanly Possible The Industry Academia GAP • Academic curricular does not prepare individuals adequately for workplace requirements such as behavioral, communication and performance management • Fresh graduates are not able to co-relate the knowledge to which a working environment presents • Academia provides knowledge but students find themselves incompetent as soon as they are hired in various industries – lack of skills set required to perform at corporate level
  11. 11. ManpowerGroup | Friday, October 16, 2015 11 ManpowerGroup – Humanly Possible While Client was also hiring, Experis IT attracted talent through: Detailed interview process that communicates company culture and benefits to the interviewee. Approaching institutions in the tier 2 and tier 3 cities Evaluating potential and trainability rather than past experience to ensure we hire those that are passionate, fit culturally with your company, and have a deep knowledge of their field. Offering informal professional development classes to ensure highly effective entry-level recruitment methods. 1. Soft skill development 2. Industry specialist to train students 3. Tailor made curriculum 4. Continuous Evaluation & Assessments 5. Certification options. Class & Activity based Training Programs:
  12. 12. ManpowerGroup | Friday, October 16, 2015 12 ManpowerGroup – Humanly Possible Factors that drive the IT Graduates towards Experis IT KEY DRIVERS: High Impact on Choice of Employer Technically sound professionals Work on sophisticated and state-of-the-art technologies Learning on the job Growing industry ‘Hands on’ exposure to projects Offers good position/ designation Total salary package offered is good Provides a clear career path LOW YIELD: Can be Ignored Exposure to research and development/development projects Overseas projects and assignments Enhances image among social circles Has inspiring leadership Maintains work life balance/ fun place to work High degree of flexibility in terms of working hours MINIMUM EXPECTATIONS: Hygiene Factors Market leader in its field Offers suitable locations to work Assurance of job security Well laid out mentoring program Ethical Company Opportunity of working on multiple projects with different technologies within the 1st 18 months VALUE ADD: Unspoken Motivators/Delight Factors Good job content Good training programs Large company Main business is good
  13. 13. Experis IT – Recruitment Process
  14. 14. ManpowerGroup | Friday, October 16, 2015 14 ManpowerGroup – Humanly Possible Our Ways of Communication Communication One-on-One Mass Experiential • Experiment of doing project work • Direct e-mail On Campus • Pre-placement talk (PPT) • Business competitions held in campuses Word-of-mouth • Faculty/ Parents/ Relatives/ Friends • Classmates/ other students on campus On Campus •Companies’ promotional activities/ Sponsorship of events on campus • Discussion about companies in blogs or social networking sites • Corporate videos shown to the students during the time of recruitment/ showcasing the company profile through corporate videos on campus • Distribution of company brochures Impersonal Write-up about companies in print media Mass Media • Information of companies on the website/ internet • write-up about the company in print • Discussion about the company on television • Online job portals: Naukri.com, timesjob.com, etc.
  15. 15. ManpowerGroup | Friday, October 16, 2015 15 ManpowerGroup – Humanly Possible Empanelment 3. Interested Institutions will be empanelled to Experis IT 4. Experis IT will initiate the Training Process 5. Once the Training is completed, Test Dates and Test Venues for all the empanelled Institutions will be announced by Experis IT through personalized e-mails to all the Institutions after consultation with Client 1. Experis IT acquires the list of engineering colleges (city/state wise) where the companies conduct their campus recruitments (to avoid any kind of duplicity). 2. Experis IT then contacts all the remaining colleges and tries to conduct a presentation about our offerings, terms & conditions and process briefing to the prospective candidates in most of those colleges.
  16. 16. ManpowerGroup | Friday, October 16, 2015 16 ManpowerGroup – Humanly Possible At the core of the test development process is the Competency Framework. The Competency Framework maps a recruiter's specific requirements into an evaluation methodology by identifying the skills, abilities and knowledge while evaluating a candidate. Some Examples : Competency Skills/Abilities/ Knowledge Required Evaluation Methodology Designing Technical reading comprehension/ Mental application/ Logical and analytical reasoning/ Relevant Technology Skills Multiple Choice Test Coding & Documenting Logical and Analytical Reasoning/ Learnability/ Relevant Technology Skills Multiple Choice Test Coding Standards Attention to details & process orientation Multiple Choice Test Testing Logical and analytical reasoning/ Attention to details and Conceptualization Multiple Choice Test Debugging Relevant Technology Skills/ Attention to details Multiple Choice Test Communication Email/Business writing/ Spoken English Performance based test Soft Skills Team skills/ Motivation/ Initiative/ Confidence/ Integrity Personal interview TEST DEVELOPMENT: The Competency Framework
  17. 17. ManpowerGroup | Friday, October 16, 2015 17 ManpowerGroup – Humanly Possible Job descriptions and discussions with recruiters are inputs to the Competency Framework. The Competency Framework translates the recruiter's requirements of skill-sets and competencies into appropriate tests. The test development process is illustrated below. JOB DESCRIPTION & DISCUSSIONS WITH RECRUITERS COMPETENCY FRAMEWORK TEST OUTLINE VALIDATION STUDY STATISTICAL INFERENCE TEST Q ---- A) -- B) -- C) -- D) -- TEST DEVELOPMENT: The Competency Framework
  18. 18. ManpowerGroup | Friday, October 16, 2015 18 ManpowerGroup – Humanly Possible Job Description & Discussions with Recruiters The job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. Experis IT adheres to the guidelines laid down by the client and outlines the competency requirement accordingly. Why a Competency Framework Defining which competencies are necessary for success in an organization can help do the following: • Ensure that the prospective employees demonstrate sufficient expertise • Recruit and select new staff more effectively • Evaluate performance more effectively • Identify skill and competency gaps more efficiently • Provide more customized training and professional development • Plan sufficiently for succession • Make change management processes work more efficiently
  19. 19. ManpowerGroup | Friday, October 16, 2015 19 ManpowerGroup – Humanly Possible Statistical Inference – How it helps 1. Statistical inference is drawn by studying the test result s 2. Statistical inference can be a highly credible information source on aspects of demand and supply in relation to the Engineering Graduate Talent Pool in India 3. This will help us understand the candidate demogrpahics and patterns in individual ability scores and throughput rates These inference will help us strategize on a recruitment itinerary that broadly covers hubs that yield either sheer numbers or quality talent
  20. 20. ManpowerGroup | Friday, October 16, 2015 20 ManpowerGroup – Humanly Possible Validation Study A validation study generates evidence that the pre-employment tests Experis IT is using, are good predictors of future job performance. When a testing program has been “validated” we have documented assurance that the information used to make hiring decisions is predictive of future job performance and is thus fair to job candidates. 1. A job analysis 2. A rationale for tests used 3. Information on how employees or job candidates perform on the tests 4. A demonstrated relationship between test scores and some measure(s) of success on the job --usually supervisor ratings or other objective measures Typically, a validation study includes:
  21. 21. ManpowerGroup | Friday, October 16, 2015 21 ManpowerGroup – Humanly Possible EXPERIS IT : IT Abilities Test The IT Abilities Test will be designed to evaluate software developers and graduates with potential to be future software developers. The test has sections on Verbal Ability and Analytical Skills. EXPERIS IT working closely with industry and based on a Competency Framework, will develop the IT Ability tests .The Competency Framework will be developed using Job Descriptions, discussions with Recruiters / Trainer / Operations Managers . EXPERIS IT : Test Delivery Process IT Abilities Tests can be administered using offline channels. In that case, the delivery mechanisms ensure all tests are administered under strict supervision. Candidates are authenticated to ensure fairness and credibility, maintaining the integrity of the process.
  22. 22. ManpowerGroup | Friday, October 16, 2015 22 ManpowerGroup – Humanly Possible Client Generates bulk requirements with lead time of fulfillment of 2 weeks and shares the same with Experis IT SMEs & Experis IT Shortlisted candidates from preliminary evaluation is further trained on the gaps identified and then proposed to Client for final evaluation/Selection Experis IT delivery team analyses the requirement and shares the same with SMEs Under guidance from SMEs and Experis IT delivery team, preliminary evaluation is carried out(on the same lines as laid down by Client) Based on Client’s inputs SMEs prepare the evaluation guideline Pre-recruitment Phase Requirement Analysis and GAP Identification
  23. 23. ManpowerGroup | Friday, October 16, 2015 23 ManpowerGroup – Humanly Possible In Consultation with Client, Experis IT delivery team rolls out the final assessment process which includes logistics planning and venue support Experis IT delivery teams check and certify each candidate’s original documents and identity before final evaluation starts thereby eliminating the risk of impersonation Post final evaluation Client comes back with a list of selected candidates who need to join the projects immediately 1. Technical Ability Test 2. Skill Test 3. Personal & Technical Interview Recruitment Phase Talent Acquisition & Recruitment Process Management
  24. 24. ManpowerGroup | Friday, October 16, 2015 24 ManpowerGroup – Humanly Possible The Selected candidates before being processed for offer are once again educated by Client RCM team & Experis IT about the project expectations Selected candidates are offered and Experis IT HR team ensures that they accept the same and join within a week’s time Experis IT delivery team shares a detailed report with Client on the positions filled(skill -wise) and identifies the need for further recruitment drives in consultation with Client Experis IT operations team ensures that each candidate joins Client on the respective dates and re- check candidate credentials If Positions not filled Post-recruitment Phase Offer Management & On-boarding
  25. 25. ManpowerGroup | Friday, October 16, 2015 25 ManpowerGroup – Humanly Possible ManpowerGroup Best Practices Our Code of Practice has been produced to take account of significant changes that have been taking place in the worlds of higher education and employment including: As a world leader in employment services, we ensure that our proven recruitment, assessment and selection methods identify the talent with the necessary skills and personal attributes that works to everyone’s advantage - students and graduates, recruiters and businesses, career advisers and higher education institutions. • Expansion of and the widening participation in higher education • Expectations and aspirations of the graduates • Demands and expectations of employers • Developments in recruitment practice, such as increasing use of the internet and external agencies. The guidance within this code, if adhered to, will ensure a balanced, fair approach to graduate recruitment for the benefit of all concerned.
  26. 26. ManpowerGroup | Friday, October 16, 2015 26 ManpowerGroup – Humanly Possible At ManpowerGroup, we research the career options available via: •Institutions’ careers service •Students’ unions •Job shops •Recruitment facilities (websites, databases, careers fairs) and •Academic departments and other sources. ManpowerGroup Best Practices (…continued) We understand that acceptance in writing of an unconditional offer forms a contract. We encourage students who wish to qualify or defer acceptance to contact their careers service for advice first whether the offer is made in writing or verbally. At ManpowerGroup, we define our integrity by: •Declining all other offers & withdrawing any outstanding applications when accepting an unconditional offer •Being aware of what is being signed up to •Declining an offer ASAP to enable the employer to make alternative arrangements We encourage our recruitment team to: •Fully read the employers' information •Carefully follow employers' or their agents' application procedures •Acknowledge promptly an invitation to interview •Be professional in all dealings with employers •Seek only repayment of reasonable expenses incurred during the selection process •Be honest in making applications and accept that false claims and statements are not in anyone’s best interest.
  27. 27. ManpowerGroup | Friday, October 16, 2015 27 ManpowerGroup – Humanly Possible Training Courses: A Snapshot
  28. 28. ManpowerGroup | Friday, October 16, 2015 28 ManpowerGroup – Humanly Possible Training Courses: A Snapshot
  29. 29. ManpowerGroup | Friday, October 16, 2015 29 ManpowerGroup – Humanly Possible At Experis IT, we ensure low attrition rates by offering: Flexible work arrangements to motivate the young workforce Technical Certification sponsored by Experis IT on completion of 6 months of service Awards & Recognition based on performance Brand visibility on tier 1 and tier 2 companies Committed period of deployment with Client for 18 months and above Hefty Retention Bonus on completion of 1 year of service
  30. 30. ManpowerGroup | Friday, October 16, 2015 30 ManpowerGroup – Humanly Possible • Full time permanent employment • Competitive Salary range • Increased Employability • Effective evaluation system • Training opportunities • Option of Payroll Conversion • Better branding Employee Benefits of Graduate Hiring through Experis IT Overview Experis IT provides excellent training opportunities for its employees to take control of their career. Our Training and Development Center provides: 1. Access to an extensive range of online courses covering computer, business, leadership, and technical skills sought after in today’s market. 2. A convenient way for anyone to update and increase their skills online – 24 hours a day, every day of the year. 3. Free training and development for all ManpowerGroup associates, consultants, and employees. 1. Grads fill real roles within the business 2. Designed to build leadership and technical skills 3. Strong performance result in career advancement
  31. 31. ManpowerGroup | Friday, October 16, 2015 31 ManpowerGroup – Humanly Possible Retention Policy National Skills Registry (NSR): All technical resources are made to register in NSR with Experis IT details post joining which allows us to blacklist the resource in the database if he/she resigns without proper notice or absconds from the project. Resources who complete 1 year of service with Experis IT are eligible for a hefty Retention Bonus. Onsite Agreement: All deployed Experis IT resources are made to sign an onsite agreement by which the resource agrees on a continuity of services for 18 months. 1. Every Month 3 technical resources deployed with Client are selected on the basis of performance for a Monetary BRAVO AWARD of INR 3k along with a certificate . This keeps the employees motivated. 2. Employees who completes 6 months of service are pursued to go for a technical certification which is sponsored by Experis IT. Experis IT has enforced few steps to ensure retention of resources and to control attrition: All Experis IT employees have a 3 Month Notice Period which gives ample time to the client for proper handover/KT /find a replacement. Awards & Recognition
  32. 32. ManpowerGroup | Friday, October 16, 2015 32 ManpowerGroup – Humanly Possible Partnerships and Clientele Technology Partners
  33. 33. ManpowerGroup | Friday, October 16, 2015 33 ManpowerGroup – Humanly Possible Experis IT - Address Book New Delhi No.5-A, 5th Floor, Uppals M-6, N.H. Commercial Centre, Jasola Distt. Centre New Delhi – 110076 T +91 11 66497500 Gurgaon Hyderabad Chennai #2nd Floor, Gowra Grand, S.P. Road, Begumpet, Hyderabad –500003 Andhra Pradesh, India Qaiser Tower, 1st Floor, No.19, Khader Nawaz Khan Rd, Nungambakkam, Chennai – 600 006 Tamil Nadu, India Mumbai ManpowerGroup 100 Manpower Place Milwaukee, WI 53212 USA Telephone: +1 414-961-1000 Global Headquarters India Headquarters (Kolkata) & Development Centre Plot J3, Block GP, Sector V, Salt Lake, Kolkata – 700091 West Bengal, India T +91 33 3018 1111/1158 F +91 33 3018 1155 Sheil State, 1st Floor, Dani Corporate Park, 158 Kalina, C.S.T Road, Kalina, Santacruz (East), Mumbai 400 098 Maharashtra. T : +91 22 67868400 First Floor, DLF, Building No. 10-B, DLF Cyber City, Gurgoan – 122002 T +91 124 6795400 Bangalore 1/1 Church Street, Rayan Towers, Bangalore - 560001 Karnataka, India T +91 80 30586951 / 65 Pune 1 & 2, 1st Floor, Amar Avinash Corporate City 11 Bund Garden Road, Pune - 411001 Maharashtra, India T +91 20 6724 5800

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