Tech Mahindra, the country's fifth largest software exporter, said it has opened a BPO facility in Chandigarh. The facility focuses on BPO operations at present, and will provide other IT services and end-to-end customer support to both international and domestic clients later, Tech Mahindra said in a statement.
The campus will have 500 seats initially and another 900 seats are planned to be added by the end of November this year, it added.
"Chandigarh is known for its exceptional BPO and IT culture, infrastructure, local support from the government, availability of skilled manpower and low rate of attrition," Tech Mahindra Vice Chairman Vineet Nayyar said.
The company has facilities across Noida, Pune, Hyderabad, Kolkata, Chennai, Pune and Mumbai.
"This fully operational facility is a new addition to Tech Mahindra's operations in the northern region and we look forward to servicing our esteemed clients across the globe from this new campus," he added.
Tuesday, October 6, 2009
HCL, New Deals
HCL Info bags outsourcing deal from Fortis
Hospital chain, Fortis Healthcare today announced a five-year outsourcing deal estimated to be over $15 million with IT major HCL Infosystems for implementing software solutions at all its facilities.
"The deal is part of a five-year agreement under which HCL will undertake complete outsourcing of IT systems and processes of Fortis Healthcare Ltd," Fortis Healthcare vice-president Corporate affair G S Bedi said.
As per the deal, IT platform for all the hospitals in Fortis network will be standardised through the IT system installed by HCL within a period of twelve months and the first hospital will go live by the end of February 2010.
Asked about the size of the deal, Bedi said, the total size of the deal would be more than $15 million and actual cost depends upon the number of facilities group acquires.
As part of the deal, HCL would install software solutions at all Fortis hospitals and would also impart training to its employee, he said.
This deal makes Fortis the first healthcare delivery company in India to undertake complete strategic outsourcing for IT applications and infrastructure management, Fortis said.
"This tie up will create newer benchmarks in the quality of healthcare delivery and patient care and take it to the next level, IT forms the back bone for hospital operations and improved patient care," Fortis Healthcare Managing Director Shivinder Mohan Singh said.
"The deal is part of a five-year agreement under which HCL will undertake complete outsourcing of IT systems and processes of Fortis Healthcare Ltd," Fortis Healthcare vice-president Corporate affair G S Bedi said.
As per the deal, IT platform for all the hospitals in Fortis network will be standardised through the IT system installed by HCL within a period of twelve months and the first hospital will go live by the end of February 2010.
Asked about the size of the deal, Bedi said, the total size of the deal would be more than $15 million and actual cost depends upon the number of facilities group acquires.
As part of the deal, HCL would install software solutions at all Fortis hospitals and would also impart training to its employee, he said.
This deal makes Fortis the first healthcare delivery company in India to undertake complete strategic outsourcing for IT applications and infrastructure management, Fortis said.
"This tie up will create newer benchmarks in the quality of healthcare delivery and patient care and take it to the next level, IT forms the back bone for hospital operations and improved patient care," Fortis Healthcare Managing Director Shivinder Mohan Singh said.
TCS
Change of guard at TCS today
Natarajan Chandrasekaran (called Chandra by colleagues and friends) will take charge as the managing director and chief executive officer (MD & CEO) of India’s largest information technology services provider, Tata Consultancy Services (TCS), from S Ramadorai tomorrow. He’s the third in the line of TCS’ CEOs, after F C Kohli and Ramadorai.
Eighteen months earlier, speculation began to do the rounds on who would succeed Ramadorai. The latter had been the public face of TCS for several years, but was turning 65 in 2009. This is the retirement age for all Tata chief executives. A successor had to be found well in time. Several names began to do the rounds, but research analysts who believed that TCS also stood for ‘Take Chandra Seriously’ were not off the mark.
“One good thing about the Tata Group and TCS in particular is the smooth process of change. When Ramadorai took over from Kohli, it was the same and he managed to take the company to newer heights. In a way, the culture is well set for growth of TCS. Chandra will follow the same culture. One other thing about TCS is that the company is very well-governed by its board of directors. The CEO has to follow guidelines. I think Chandra will work towards taking the company to much larger heights,” said Deven Choksey of KR Choksey Securities.
Atul Mehra, MD and Co-CEO of JM Financial, concurs: “Chandrasekaran has been a part of the senior management for a long time and working with Ramadorai for over a decade. In that sense, we do not see a major change in strategy or approach, and see a continued focus on the processes and delivery.”
The company’s chief operating officer and executive director till date, Chandrasekaran began to interact with the media more than a year earlier. And Ramadorai, who will become vice-chairman of the company, told Business Standard in an ealier interview that, “I spotted him (Chandrasekaran) way back in 1996, and knew that he had the potential. Leadership decisions are not taken by flipping a coin.” Ramadorai said he was particularly attracted by his (Chandra) “young, energetic and confident personality”.
Chandrasekaran joined TCS on January 27, 1987, after graduating from the Regional Engineering College, Trichy. He started in Mumbai and did stints in California, Stockholm and Britain. In 1993, he moved to the US, where he built a team from scratch, getting deeply involved in customer management, too. He grew a telecom company into one of TCS’ top five global customers.
Chandrasekaran cut his teeth as a programme director, where he had considerable scope to navigate the business in the direction it is now following. After this, for two full years, 1997 to 1999, he worked as Ramadorai’s executive assistant. It was here, many insiders say, that Chandrasekaran was silently groomed under Ramadorai’s watchful eyes.
Eighteen months earlier, speculation began to do the rounds on who would succeed Ramadorai. The latter had been the public face of TCS for several years, but was turning 65 in 2009. This is the retirement age for all Tata chief executives. A successor had to be found well in time. Several names began to do the rounds, but research analysts who believed that TCS also stood for ‘Take Chandra Seriously’ were not off the mark.
“One good thing about the Tata Group and TCS in particular is the smooth process of change. When Ramadorai took over from Kohli, it was the same and he managed to take the company to newer heights. In a way, the culture is well set for growth of TCS. Chandra will follow the same culture. One other thing about TCS is that the company is very well-governed by its board of directors. The CEO has to follow guidelines. I think Chandra will work towards taking the company to much larger heights,” said Deven Choksey of KR Choksey Securities.
Atul Mehra, MD and Co-CEO of JM Financial, concurs: “Chandrasekaran has been a part of the senior management for a long time and working with Ramadorai for over a decade. In that sense, we do not see a major change in strategy or approach, and see a continued focus on the processes and delivery.”
The company’s chief operating officer and executive director till date, Chandrasekaran began to interact with the media more than a year earlier. And Ramadorai, who will become vice-chairman of the company, told Business Standard in an ealier interview that, “I spotted him (Chandrasekaran) way back in 1996, and knew that he had the potential. Leadership decisions are not taken by flipping a coin.” Ramadorai said he was particularly attracted by his (Chandra) “young, energetic and confident personality”.
Chandrasekaran joined TCS on January 27, 1987, after graduating from the Regional Engineering College, Trichy. He started in Mumbai and did stints in California, Stockholm and Britain. In 1993, he moved to the US, where he built a team from scratch, getting deeply involved in customer management, too. He grew a telecom company into one of TCS’ top five global customers.
Chandrasekaran cut his teeth as a programme director, where he had considerable scope to navigate the business in the direction it is now following. After this, for two full years, 1997 to 1999, he worked as Ramadorai’s executive assistant. It was here, many insiders say, that Chandrasekaran was silently groomed under Ramadorai’s watchful eyes.
Monday, October 5, 2009
IT market
US cos begin to restore pay levels & re-hire former workers
As the economy shows signs of recovery, American companies are switching their focus from cost curtailment exercise to restoring pay levels and re-hiring laid off workers, says a latest survey.
According to a report by the US job portal CareerBuilder and USA Today, about 27 per cent of the employers reported that over the last year, they have laid off workers in one area, but hired in another.
With the economy showing signs of stabilisation and employers see potential improvement in their business prospects, they are reversing strategies taken to manage through tough economic situations.
The report noted that one in four employer is planning to bring back some employees they let go earlier in the year. Of those rehiring laid off workers, 23 per cent have already started extending job offers to former employees in the third quarter, while 19 per cent would begin to do so in the fourth quarter.
About 21 per cent would start bringing back laid off employees in the first quarter of 2010, while 15 per cent are waiting until the second quarter of 2010. Others are holding off until the latter half of 2010 and beyond.
The report which surveyed more than 2,900 hiring managers and human resource professionals revealed that about 18 per cent employers who have implemented pay cuts in the last 12 months, five per cent of them restored pay to previous levels in the third quarter.
According to a report by the US job portal CareerBuilder and USA Today, about 27 per cent of the employers reported that over the last year, they have laid off workers in one area, but hired in another.
With the economy showing signs of stabilisation and employers see potential improvement in their business prospects, they are reversing strategies taken to manage through tough economic situations.
The report noted that one in four employer is planning to bring back some employees they let go earlier in the year. Of those rehiring laid off workers, 23 per cent have already started extending job offers to former employees in the third quarter, while 19 per cent would begin to do so in the fourth quarter.
About 21 per cent would start bringing back laid off employees in the first quarter of 2010, while 15 per cent are waiting until the second quarter of 2010. Others are holding off until the latter half of 2010 and beyond.
The report which surveyed more than 2,900 hiring managers and human resource professionals revealed that about 18 per cent employers who have implemented pay cuts in the last 12 months, five per cent of them restored pay to previous levels in the third quarter.
IT market
Indian companies best in terms of employee satisfaction
Indian companies rank top among global peers in employee satisfaction, reflecting their successful business practices, says a study. The findings are part of a report, 'Driving Success Through Performance Excellence and Employee Engagement,' by research arm of leading global HR solutions provider Kenexa.
The report is based on two employee-based indicators of business success, which can be used to measure and monitor a firm's state --the Performance Excellence Index (PEI) and the Employee Engagement Index (EEI).
"The higher the scores on these two indices, the better positioned employees are to deliver the organisation's value proposition. By improving their scores on these indices, organisations can improve their business results," Kenexa Research Institute executive director Jack Wiley said.
India ranks highest with 76 per cent on country-level PEI index of 14 countries. The index tracks employees' views of product and service quality and the firm's focus on customer service, quality, training and employee involvement.
Other than India, Russia also ranks high at 67 per cent, while Japan has reported the lowest score at 45 per cent.
Besides, the EEI index measures an employee's pride in his/her firm, willingness to advocate the employer, whether they intend to stay and their overall satisfaction.
India ranks the highest in the country-level EEI index as well, with a percentage of 73 per cent and is followed by Brazil (65 per cent). While Japan has the lowest score in this index at 36 per cent, the report revealed.
Kenexa Research Institute has introduced organisational model for high performance and employee engagement and includes practical insights that would have a positive impact on individual and organisational productivity, customer satisfaction and bottom-line financial results.
"Having a high performing organisation and an engaged workforce are complementary goals but they involve different leadership practices. Managers should pursue both goals in tandem as this has positive, synergistic effect," Wiley said.
"Leaders are expected to meet increasing productivity demands, yet with lower costs and fewer resources. That means employees need to be motivated and fully engaged in their work in order to support organisational objectives," he added.
The report also provided an analysis of the financial impact that performance excellence and employee engagement can have on an organisation.
It shows that performance excellence and employee engagement are major contributors to an organisation's 'total shareholder return'.
"Given the recent economic conditions, many organisations and employees are feeling particularly battered. The analysis tells us where employees are reporting strengths for improving performance, enabling leaders to modify their practices and improve their systems," Wiley said.
The report is based on two employee-based indicators of business success, which can be used to measure and monitor a firm's state --the Performance Excellence Index (PEI) and the Employee Engagement Index (EEI).
"The higher the scores on these two indices, the better positioned employees are to deliver the organisation's value proposition. By improving their scores on these indices, organisations can improve their business results," Kenexa Research Institute executive director Jack Wiley said.
India ranks highest with 76 per cent on country-level PEI index of 14 countries. The index tracks employees' views of product and service quality and the firm's focus on customer service, quality, training and employee involvement.
Other than India, Russia also ranks high at 67 per cent, while Japan has reported the lowest score at 45 per cent.
Besides, the EEI index measures an employee's pride in his/her firm, willingness to advocate the employer, whether they intend to stay and their overall satisfaction.
India ranks the highest in the country-level EEI index as well, with a percentage of 73 per cent and is followed by Brazil (65 per cent). While Japan has the lowest score in this index at 36 per cent, the report revealed.
Kenexa Research Institute has introduced organisational model for high performance and employee engagement and includes practical insights that would have a positive impact on individual and organisational productivity, customer satisfaction and bottom-line financial results.
"Having a high performing organisation and an engaged workforce are complementary goals but they involve different leadership practices. Managers should pursue both goals in tandem as this has positive, synergistic effect," Wiley said.
"Leaders are expected to meet increasing productivity demands, yet with lower costs and fewer resources. That means employees need to be motivated and fully engaged in their work in order to support organisational objectives," he added.
The report also provided an analysis of the financial impact that performance excellence and employee engagement can have on an organisation.
It shows that performance excellence and employee engagement are major contributors to an organisation's 'total shareholder return'.
"Given the recent economic conditions, many organisations and employees are feeling particularly battered. The analysis tells us where employees are reporting strengths for improving performance, enabling leaders to modify their practices and improve their systems," Wiley said.
IT market, New Deals
IT majors eye Rs 5k-crore govt hospital contracts
Here’s a goldmine of opportunities waiting to be tapped. The Indian defence sector, along with the government, has started inviting bids for the modernisation of its hospitals. Contracts worth Rs 5,000 crore are up for grabs over the next few years, said a person familiar with the development .
And in the race to clinch these contracts are Wipro, Infosys, TCS, HCL, HP, IBM, SAP, Perot System and GE Healthcare. With the Indian government and the defence sector keen on slashing costs and ensuring more efficacy of the installed e-systems , more bids are being floated by the governments of Andhra Pradesh, Tamil Nadu, West Bengal and Karnataka. The Indian Railways, IAF, Indian Navy and Army are also in the process of upgrading their e-systems , sources said.
Wipro Infotech has already bagged the e-health contract of the Indian Navy to upgrade technology in the hospital patient administration wing into an integrated hospital information system. “We see a huge opportunity in government hospitals, especially in rural areas. Wipro HCIT (health care IT) is growing at 100% y-o-y . Over 100 installations have been completed so far,” Wipro Infotech healthcare IT general manager Harbir Singh Sawhney has said. The task they had taken up involved creating various databases and linking them via internet.
“We are developing new products based on cutting-edge technology, which will be Web-enabled , have multiple databases and have radio-frequency identification (RFID),” he said.
Companies such as iSoft provides healthcare IT solutions for more than two-thirds of UK’s National Health Services Trusts.
And in the race to clinch these contracts are Wipro, Infosys, TCS, HCL, HP, IBM, SAP, Perot System and GE Healthcare. With the Indian government and the defence sector keen on slashing costs and ensuring more efficacy of the installed e-systems , more bids are being floated by the governments of Andhra Pradesh, Tamil Nadu, West Bengal and Karnataka. The Indian Railways, IAF, Indian Navy and Army are also in the process of upgrading their e-systems , sources said.
Wipro Infotech has already bagged the e-health contract of the Indian Navy to upgrade technology in the hospital patient administration wing into an integrated hospital information system. “We see a huge opportunity in government hospitals, especially in rural areas. Wipro HCIT (health care IT) is growing at 100% y-o-y . Over 100 installations have been completed so far,” Wipro Infotech healthcare IT general manager Harbir Singh Sawhney has said. The task they had taken up involved creating various databases and linking them via internet.
“We are developing new products based on cutting-edge technology, which will be Web-enabled , have multiple databases and have radio-frequency identification (RFID),” he said.
Companies such as iSoft provides healthcare IT solutions for more than two-thirds of UK’s National Health Services Trusts.
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