Software services company MindTree on Thursday said it has bagged a multi-crore IT deal from the Nandan Nilekani-headed unique identification project (UID).
As part of the deal, MindTree will develop and maintain applications for the UID project, also known as Aadhaar, the company said in a statement. The exact financial details of the contract were not available. The application will capture and manage data from different sources.
Friday, June 18, 2010
IT market
Capgemini buys UK-based company
Capgemini, the Paris-based information technology (IT) consulting, services and solutions provider, today announced that it had acquired all of UK-based Strategic Systems Solutions (SSS) to boost its presence in the capital markets sector and add new platforms in China and the Philippines.
Prior to the acquisition, Capgemini owned 49 per cent of SSS, and now it will fully integrate SSS with its capital markets unit. The acquisition will strengthen Capgemini’s presence in the capital markets sector and provide added strength in the Asia-Pacific region, with IT and BPO (business process outsourcing) platforms in the two countries.
It will reinforce its presence in Singapore. Capgemini has more than 23,300 employees in India. Founded in 1995 and headquartered in the United Kingdom (UK), SSS is recognised in the capital markets sector and employs 670 professionals across the UK, US, Singapore, China and the Philippines.
Prior to the acquisition, Capgemini owned 49 per cent of SSS, and now it will fully integrate SSS with its capital markets unit. The acquisition will strengthen Capgemini’s presence in the capital markets sector and provide added strength in the Asia-Pacific region, with IT and BPO (business process outsourcing) platforms in the two countries.
It will reinforce its presence in Singapore. Capgemini has more than 23,300 employees in India. Founded in 1995 and headquartered in the United Kingdom (UK), SSS is recognised in the capital markets sector and employs 670 professionals across the UK, US, Singapore, China and the Philippines.
CTS
Cognizant buys Paris-based Galileo Performance
Cognizant, a Nasdaq-listed information technology (IT), consulting, and business process outsourcing services company, today announced the acquisition of Galileo Performance, a Paris-based provider of IT-testing consulting services. The terms were not disclosed.
Galileo helps leading companies in France optimise and extend business performance through IT system measurement, management and testing. It will complement Cognizant’s fast-growing global testing practice, with its 10,000 testing professionals, while strengthening Cognizant’s existing business presence in France, according to Cognizant’s statement.
Galileo helps leading companies in France optimise and extend business performance through IT system measurement, management and testing. It will complement Cognizant’s fast-growing global testing practice, with its 10,000 testing professionals, while strengthening Cognizant’s existing business presence in France, according to Cognizant’s statement.
Infosys, IT market, new openings
Infosys to set up another centre in Tamil Nadu
Infosys Technologies, the country’s second-largest information technology (IT) services exporter, has approached the Tamil Nadu government for 200 acres of land near Chennai for setting up a development centre, according to a senior state government official. The Bangalore-based company confirmed talks with the state government representatives, but refused to comment further.
The official said Kris Gopalakrishnan, chief executive officer and managing director of Infosys Technologies, met Deputy Chief Minister M K Stalin on Monday discussed on the company’s future expansion in the state.
The official said Kris Gopalakrishnan, chief executive officer and managing director of Infosys Technologies, met Deputy Chief Minister M K Stalin on Monday discussed on the company’s future expansion in the state.
IT market, Satyam
Pay hikes for all Satyam staff next month
Information technology company Mahindra Satyam [ Get Quote ] (earlier known as Satyam Computer Services Limited) is likely to announce a pay hike for all its employees on July 1.
This, according to a top executive of the company, follows Mahindra Satyam's annual appraisal process 'ASPIRE', which begins in April and ends in June.
"It is progressing as scheduled," the executive said. The exercise applies to the entire 25,000 associates (as Satyam calls its employees) and will be communicated internally to the company's leaders on June 21.
While declining to share the final quantum of the salary revision, he said: "We haven't closed the loop internally, as yet. The pay hike will be announced on July 1.
"The company is also in the process of hiring 1,000-1,500 laterals (or experienced hands) in "sync with its growing business", said the executive.
"Recruitment of 3,000 freshers is now more or less concluded and the next thing we are going after is laterals, which is going as per the schedule.
"We will be having about 1,500 laterals on our rolls this quarter and the next quarter. Given the growth, we may continue to hire more in the coming quarters," said the executive.
Key leadership hiring in different pockets -- a few from other companies -- to beef up the company's sales efforts is currently on, he added.
Wins from new and existing customers continue across various continents from a multi-year contract with an auto major in Japan [ Images ] to government accounts in Singapore, from a global energy drink giant in Australia [ Images ] to a retail chain major in South Africa [ Images ] and from an electricity and water management authority in West Asia to major banking institutions in Europe.
Additional business from large customers in the US is also helping augment Mahindra Satyam's position in the market, he added.
This, according to a top executive of the company, follows Mahindra Satyam's annual appraisal process 'ASPIRE', which begins in April and ends in June.
"It is progressing as scheduled," the executive said. The exercise applies to the entire 25,000 associates (as Satyam calls its employees) and will be communicated internally to the company's leaders on June 21.
While declining to share the final quantum of the salary revision, he said: "We haven't closed the loop internally, as yet. The pay hike will be announced on July 1.
"The company is also in the process of hiring 1,000-1,500 laterals (or experienced hands) in "sync with its growing business", said the executive.
"Recruitment of 3,000 freshers is now more or less concluded and the next thing we are going after is laterals, which is going as per the schedule.
"We will be having about 1,500 laterals on our rolls this quarter and the next quarter. Given the growth, we may continue to hire more in the coming quarters," said the executive.
Key leadership hiring in different pockets -- a few from other companies -- to beef up the company's sales efforts is currently on, he added.
Wins from new and existing customers continue across various continents from a multi-year contract with an auto major in Japan [ Images ] to government accounts in Singapore, from a global energy drink giant in Australia [ Images ] to a retail chain major in South Africa [ Images ] and from an electricity and water management authority in West Asia to major banking institutions in Europe.
Additional business from large customers in the US is also helping augment Mahindra Satyam's position in the market, he added.
Tuesday, May 11, 2010
Cost cutting, Infosys, Layoffs in India
Experts' take on how India Inc handled layoffs
Mohandas Pai, DIRECTOR, HUMAN RESOURCES, INFOSYS:
You have to look at the layoffs within the context of the fear of a global financial crisis and an impending deep recession. After our annual performance appraisal last year, we let go of about 3% of people as compared to 1.5-2 %. In a good year, when people rank poorly, they tend to leave on their own. However, that wasn't the case last year as there weren't many jobs available. It was a gut-wrenching decision, but it had to be taken. We kept people on the bench for a longer time, and doubled our investment in training and education during the period. This year we are looking at hiring about 30,000 people.
Manish Sabharwal, CHAIRMAN, TEAMLEASE:
There is a new normal in the industry as companies are realising that they can do far more with less people. When the tide was high, hiring standards had gone low and companies had started converting variable costs into fixed costs. This resulted in low productivity which came back to bite them when things got bad. Companies are still not back to hiring the way they did in the past. Over the last few months when companies say that they have been hiring, it means that they are no longer firing people. The upside to all of this however is that companies are now focussed more on quality and the productivity of the employee.
Ganesh Shermon, PARTNER AND COUNTRY HEAD OF PEOPLE AND CHANGE PRACTICE, KMPG:
Companies often use the 'saving jobs' rationale to justify retrenchment. They say they are letting go of 500 people as a way of saving the remaining 3000 people. However, the way they have gone about doing this has left a lot to be desired. Many companies hired in the previous year based on predictions of growth, but it was a forward hedge that went wrong. Companies that fired people in a huff now find themselves in a situation where they have to go out and hire people at a far higher remuneration , and are still finding it difficult to attract the right kind of talent.
N S Rajan, PARTNER, NATIONAL HEAD & EMEIA LEADER - PEOPLE & ORGANISATION, ERNST & YOUNG:
When you are trying to save an organisation, there is a very fine line be tween whether you need to do something or not. When it comes to letting go of people, there are only certain situations, when the company is faced with bankruptcy or is restructuring to avoid going under, that layoffs deemed acceptable. There is a relatively simple quid pro quo between reducing the number of people and saving costs, but has deeper implications. As you slice layers from the organisation, you lose not only the individual, but also his collective years of experience within the organisation. The employer brand also needs to be safeguarded. Layoffs, done as a first resort without compassion, have a negative impact on employee engagement among the people who are still at the firm, often leading to the best talent leaving the organisation.
Source: EconomicTimes
You have to look at the layoffs within the context of the fear of a global financial crisis and an impending deep recession. After our annual performance appraisal last year, we let go of about 3% of people as compared to 1.5-2 %. In a good year, when people rank poorly, they tend to leave on their own. However, that wasn't the case last year as there weren't many jobs available. It was a gut-wrenching decision, but it had to be taken. We kept people on the bench for a longer time, and doubled our investment in training and education during the period. This year we are looking at hiring about 30,000 people.
Manish Sabharwal, CHAIRMAN, TEAMLEASE:
There is a new normal in the industry as companies are realising that they can do far more with less people. When the tide was high, hiring standards had gone low and companies had started converting variable costs into fixed costs. This resulted in low productivity which came back to bite them when things got bad. Companies are still not back to hiring the way they did in the past. Over the last few months when companies say that they have been hiring, it means that they are no longer firing people. The upside to all of this however is that companies are now focussed more on quality and the productivity of the employee.
Ganesh Shermon, PARTNER AND COUNTRY HEAD OF PEOPLE AND CHANGE PRACTICE, KMPG:
Companies often use the 'saving jobs' rationale to justify retrenchment. They say they are letting go of 500 people as a way of saving the remaining 3000 people. However, the way they have gone about doing this has left a lot to be desired. Many companies hired in the previous year based on predictions of growth, but it was a forward hedge that went wrong. Companies that fired people in a huff now find themselves in a situation where they have to go out and hire people at a far higher remuneration , and are still finding it difficult to attract the right kind of talent.
N S Rajan, PARTNER, NATIONAL HEAD & EMEIA LEADER - PEOPLE & ORGANISATION, ERNST & YOUNG:
When you are trying to save an organisation, there is a very fine line be tween whether you need to do something or not. When it comes to letting go of people, there are only certain situations, when the company is faced with bankruptcy or is restructuring to avoid going under, that layoffs deemed acceptable. There is a relatively simple quid pro quo between reducing the number of people and saving costs, but has deeper implications. As you slice layers from the organisation, you lose not only the individual, but also his collective years of experience within the organisation. The employer brand also needs to be safeguarded. Layoffs, done as a first resort without compassion, have a negative impact on employee engagement among the people who are still at the firm, often leading to the best talent leaving the organisation.
Source: EconomicTimes
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