The the third largest IT exporter Wipro today said "Indian branch offices" of the two overseas subsidiaries-- Wipro Networks Singapore and Cyprus-based WM NetServ-- stood merged with the company.
The two branch offices of the subsidiaries merged with the company following filing of e-form along with certified copies of orders of the Karnataka High Court with the respective offices of the Registrar of Companies, Wipro informed the Bombay Stock Exchange.
The Indian branch offices of the two overseas subsidiary companies of Wipro filed the form on March 26, 2010 for making amalgamation effective from April 1, 2010, it said.
Wipro Networks provides communication solutions that include consulting, voice, data and converged solutions and managed services.
WMNetServ is a managed network telecommunications services provider. In July 2006, Wipro and Motorola formed it as a joint venture to deliver world-class capabilities in managed services to public and private network customers.
The joint venture was formed to deliver outsourced telecom services to help customers focus on their core business and gain access to capabilities not available internally.
Tuesday, March 30, 2010
IT market, Wipro
Wipro expands its operations in Australia, opens development centre
In a bid to expand operations, India's leading software company Wipro today opened its new Australian Development Centre here.
Victorian premier John Brumby officially opened the centre and said it added to the state's impressive track record in attracting investment.
"We are working hard to attract investment from around the world and create thousands of Victorian jobs," Brumby said adding "Victoria is a great place to invest, with a growing economy, a highly skilled workforce, one of the most attractive lifestyles in the world, a competitive tax system and a supportive government."
Brumby said the opening has followed a number of Information and Communication Technologies companies choosing to expand their Victorian operations this year, including Kovair, Attra, Infosys, and BIT - creating 210 Victorian jobs.
Wipro's Australian Development Centre will provide consulting, software development, testing and business process services to domestic and global companies in Australia.
In a year, Wipro has grown its number of Australian employees from 450 to 700 with more than half of these based in Victoria.
Rajat Mathur, head of Sales and Operations for Wipro Asia Pacific, said the company was extremely pleased to be increasing its investment in Australia by establishing this new centre in Melbourne.
"Wipro's Melbourne operations will play an integral role in the company's expansion into Australia. We enjoy a good deal of business success in Australia, as Australian industry demonstrates a continued appetite for our global service delivery model," Mathur said.
"We chose Melbourne for its business environment, ready talent pool and excellent infrastructure - this combination of support and talent is what we look for in a strategic business location" he added.
The opening follows visits to the company's Indian offices by Brumby in September last year and ICT Minister John Lenders in February this year.
Lenders said the announcement was further evidence of the Victorian Government working closely with the world's best ICT companies to create highly skilled jobs in the sector.
"We are providing strong leadership to create skilled jobs in Victoria and to keep our state at the forefront of new technology," Lenders said.
Victoria is home to a very strong ICT industry sector and with over 84,000 employees, accounted for more than a third of Australia's ICT services, products and revenue, Brumby said.
Victorian premier John Brumby officially opened the centre and said it added to the state's impressive track record in attracting investment.
"We are working hard to attract investment from around the world and create thousands of Victorian jobs," Brumby said adding "Victoria is a great place to invest, with a growing economy, a highly skilled workforce, one of the most attractive lifestyles in the world, a competitive tax system and a supportive government."
Brumby said the opening has followed a number of Information and Communication Technologies companies choosing to expand their Victorian operations this year, including Kovair, Attra, Infosys, and BIT - creating 210 Victorian jobs.
Wipro's Australian Development Centre will provide consulting, software development, testing and business process services to domestic and global companies in Australia.
In a year, Wipro has grown its number of Australian employees from 450 to 700 with more than half of these based in Victoria.
Rajat Mathur, head of Sales and Operations for Wipro Asia Pacific, said the company was extremely pleased to be increasing its investment in Australia by establishing this new centre in Melbourne.
"Wipro's Melbourne operations will play an integral role in the company's expansion into Australia. We enjoy a good deal of business success in Australia, as Australian industry demonstrates a continued appetite for our global service delivery model," Mathur said.
"We chose Melbourne for its business environment, ready talent pool and excellent infrastructure - this combination of support and talent is what we look for in a strategic business location" he added.
The opening follows visits to the company's Indian offices by Brumby in September last year and ICT Minister John Lenders in February this year.
Lenders said the announcement was further evidence of the Victorian Government working closely with the world's best ICT companies to create highly skilled jobs in the sector.
"We are providing strong leadership to create skilled jobs in Victoria and to keep our state at the forefront of new technology," Lenders said.
Victoria is home to a very strong ICT industry sector and with over 84,000 employees, accounted for more than a third of Australia's ICT services, products and revenue, Brumby said.
Sunday, March 28, 2010
IT market, new openings
Convergys to recruit over 1,000 employees
Convergys, global human resource and billing services provider, on Wednesday, said that it would hire more than 1,000 employees in Gurgaon (Haryana) in the next three months.
The company said 30 per cent of the hiring would include fresh graduates while the rest would be experienced talent.
“It has been a positive year for us and we have started a premium candidate programme under which we will be hiring employees aged between 20-25 years. The hiring has started from Wednesday and would be over in the next three months,” director (recruitment) Convergys’ Customer Management Operations in India, Ashutosh Sinha told Financial Chronicle on phone.
He said these jobs are the result of new businesses from telecommunications and financial services clients, especially from the US and UK, who will provide a range of voice-based support to the clients’ customers there. Apart from hiring, Sinha said the company would also raise wages for the existing employees including team leaders and managers in the company in the next two-to-three weeks.
“We have decided some bonuses and wage hikes for our existing employees of customer care associates and management staff. Our intent is that as it is a good year for Convergys, so there should be some fruitful results for them too,” he added.
The company at present employs around 11,000 people across India in its eight centres. On asked, what kind of investment the company would pump in for this, Sinha said, “It will be pretty much in par with the international standard. We have done some market analysis on that and will forward with it.”
Convergys, headquartered in Cincinnati, Ohio has around 70,000 employees in 82 customer contact centres and other facilities in the US, Canada, Latin America, Europe, West Asia and Asia and our global.
The company said 30 per cent of the hiring would include fresh graduates while the rest would be experienced talent.
“It has been a positive year for us and we have started a premium candidate programme under which we will be hiring employees aged between 20-25 years. The hiring has started from Wednesday and would be over in the next three months,” director (recruitment) Convergys’ Customer Management Operations in India, Ashutosh Sinha told Financial Chronicle on phone.
He said these jobs are the result of new businesses from telecommunications and financial services clients, especially from the US and UK, who will provide a range of voice-based support to the clients’ customers there. Apart from hiring, Sinha said the company would also raise wages for the existing employees including team leaders and managers in the company in the next two-to-three weeks.
“We have decided some bonuses and wage hikes for our existing employees of customer care associates and management staff. Our intent is that as it is a good year for Convergys, so there should be some fruitful results for them too,” he added.
The company at present employs around 11,000 people across India in its eight centres. On asked, what kind of investment the company would pump in for this, Sinha said, “It will be pretty much in par with the international standard. We have done some market analysis on that and will forward with it.”
Convergys, headquartered in Cincinnati, Ohio has around 70,000 employees in 82 customer contact centres and other facilities in the US, Canada, Latin America, Europe, West Asia and Asia and our global.
Friday, March 26, 2010
IT market
India Inc may give up to 12% salary hike in 2010-11: Ernst and Young
India Inc may give salary hikes in the range of 9-12 per cent in the coming financial year to retain talent amid revival in the job market, according to consultancy Ernst and Young said.
Most companies are expecting higher attrition levels over the next few months on jobs coming back into the economy resulting in salary hikes being used as a tool to retain talent.
"At an overall level, extraordinary jump in increments do not seem probable and the average salary increase is likely to be in the range of 9-12 per cent," Ernst & Young partner and national head (People & Organisation) N S Rajan told PTI.
However, Rajan cautioned that along with the pay hikes, companies are likely to follow a cautious approach of keeping tight monitoring and controlling of any additional salary costs.
In spite of excitement around economic recovery, average pay hikes across sectors would be slightly conservative.
"While on one hand pharma and FMCG companies will lead the space with increments in the range of 10-13 per cent, the IT and technology companies will give reasonable increments close to eight per cent," Rajan added.
Moreover, the telecom sector is expected to give above average salary hikes in the range of 12-15 per cent.
Most companies are expecting higher attrition levels over the next few months on jobs coming back into the economy resulting in salary hikes being used as a tool to retain talent.
"At an overall level, extraordinary jump in increments do not seem probable and the average salary increase is likely to be in the range of 9-12 per cent," Ernst & Young partner and national head (People & Organisation) N S Rajan told PTI.
However, Rajan cautioned that along with the pay hikes, companies are likely to follow a cautious approach of keeping tight monitoring and controlling of any additional salary costs.
In spite of excitement around economic recovery, average pay hikes across sectors would be slightly conservative.
"While on one hand pharma and FMCG companies will lead the space with increments in the range of 10-13 per cent, the IT and technology companies will give reasonable increments close to eight per cent," Rajan added.
Moreover, the telecom sector is expected to give above average salary hikes in the range of 12-15 per cent.
Infosys
Is Infosys losing employee-friendly status?
Source: Infotech.indiatimes.com
For over a decade, Infosys has been seen by many as the epitome of employee friendliness. That reputation has now taken a big knock.
Several measures taken over the past few months -- partly an attempt to correct what the company saw as excesses of previous years -- has had many employees seething with anger.
That's reflected in hundreds of comments made in response to articles about Infosys on the internet in recent weeks, and in conversations TOI had with employees. Even the official internal blog is said to have been used to convey the discontent.
The biggest grouse relates to an HR initiative called iRace - Infosys Role and Career Enhancement - that was rolled out last year. The initiative was designed by consulting firm Mercer with the idea of mapping positions with experience and skill levels.
Previously, positions and promotions were often given arbitrarily, based on an employee's bargaining strength, which often was substantial considering jobs were aplenty. Many were given managerial responsibilities within three to four years, often leading to clients complaining about their lack of technology skills.
While iRace's objective appeared laudable, it suffered in its implementation, the worst of which was to make it applicable with retrospective effect. Many employees were demoted on the ground that they did not meet iRace's experience standards. So, senior project managers went down to project managers, project managers to technical leads, some even went down two levels.
Designations are so important for everybody. And if the management found somebody good enough for a certain position earlier, how can they now say that he is not? What makes it worse is that, all those affected were at lower levels. Nobody in the senior delivery manager and higher positions were affected," said an employee.
Nandita Gurjar, global head for HR in Infosys, said about 5% of Infy's employees would have been impacted by designation corrections and demotions. Infy has a little more than 1 lakh employees, so that would mean about 5,000 being impacted.
She also added that salaries had been protected and that 95% of the company's employees had taken the iRace "career architecture" well. But some employees insist that's not the case.
For over a decade, Infosys has been seen by many as the epitome of employee friendliness. That reputation has now taken a big knock.
Several measures taken over the past few months -- partly an attempt to correct what the company saw as excesses of previous years -- has had many employees seething with anger.
That's reflected in hundreds of comments made in response to articles about Infosys on the internet in recent weeks, and in conversations TOI had with employees. Even the official internal blog is said to have been used to convey the discontent.
The biggest grouse relates to an HR initiative called iRace - Infosys Role and Career Enhancement - that was rolled out last year. The initiative was designed by consulting firm Mercer with the idea of mapping positions with experience and skill levels.
Previously, positions and promotions were often given arbitrarily, based on an employee's bargaining strength, which often was substantial considering jobs were aplenty. Many were given managerial responsibilities within three to four years, often leading to clients complaining about their lack of technology skills.
While iRace's objective appeared laudable, it suffered in its implementation, the worst of which was to make it applicable with retrospective effect. Many employees were demoted on the ground that they did not meet iRace's experience standards. So, senior project managers went down to project managers, project managers to technical leads, some even went down two levels.
Designations are so important for everybody. And if the management found somebody good enough for a certain position earlier, how can they now say that he is not? What makes it worse is that, all those affected were at lower levels. Nobody in the senior delivery manager and higher positions were affected," said an employee.
Nandita Gurjar, global head for HR in Infosys, said about 5% of Infy's employees would have been impacted by designation corrections and demotions. Infy has a little more than 1 lakh employees, so that would mean about 5,000 being impacted.
She also added that salaries had been protected and that 95% of the company's employees had taken the iRace "career architecture" well. But some employees insist that's not the case.
Infosys, IT market
Infosys reviewing employee rating system
India's second-largest IT company, Infosys Technologies, is reportedly reviewing its employee rating system, iRace --Infosys Role and Career Enhancement.
According to a news report in D&A, the company has set up a working group to review the employee appraisal system. The initiative designed by consulting firm Mercer with the idea of mapping positions with experience and skill levels is said to have met with widespread resentment.
Previously, positions and promotions were often given arbitrarily, based on an employee's bargaining strength, which often was substantial considering jobs were aplenty. Many were given managerial responsibilities within three to four years, often leading to clients complaining about their lack of technology skills.
While iRace's objective appeared laudable, it suffered in its implementation, the worst of which was to make it applicable with retrospective effect. Many employees were demoted on the ground that they did not meet iRace's experience standards. So, senior project managers went down to project managers, project managers to technical leads, some even went down two levels.
Designations are so important for everybody. And if the management found somebody good enough for a certain position earlier, how can they now say that he is not? What makes it worse is that, all those affected were at lower levels. Nobody in the senior delivery manager and higher positions were affected," said an employee.
In fact, according to a recent report from brokerage firm CLSA, over 4,000 employees may have resigned from Infosys in February.
Though the large attrition figure is said to be due to the improvement in the economy, some industry observers and Infosys employees also said that another reason for the high attrition could be due to iRACE.
Incidentally, so far Nandita Gurjar, senior vice president and global HR head of Infosys, has strongly maintained that iRACE is not the driver behind exits and that the complaints are coming from a “minority”. Also, that promotions cannot happen at the same pace as the pre-crisis times, unless growth returns to the heady levels.
According to a news report in D&A, the company has set up a working group to review the employee appraisal system. The initiative designed by consulting firm Mercer with the idea of mapping positions with experience and skill levels is said to have met with widespread resentment.
Previously, positions and promotions were often given arbitrarily, based on an employee's bargaining strength, which often was substantial considering jobs were aplenty. Many were given managerial responsibilities within three to four years, often leading to clients complaining about their lack of technology skills.
While iRace's objective appeared laudable, it suffered in its implementation, the worst of which was to make it applicable with retrospective effect. Many employees were demoted on the ground that they did not meet iRace's experience standards. So, senior project managers went down to project managers, project managers to technical leads, some even went down two levels.
Designations are so important for everybody. And if the management found somebody good enough for a certain position earlier, how can they now say that he is not? What makes it worse is that, all those affected were at lower levels. Nobody in the senior delivery manager and higher positions were affected," said an employee.
In fact, according to a recent report from brokerage firm CLSA, over 4,000 employees may have resigned from Infosys in February.
Though the large attrition figure is said to be due to the improvement in the economy, some industry observers and Infosys employees also said that another reason for the high attrition could be due to iRACE.
Incidentally, so far Nandita Gurjar, senior vice president and global HR head of Infosys, has strongly maintained that iRACE is not the driver behind exits and that the complaints are coming from a “minority”. Also, that promotions cannot happen at the same pace as the pre-crisis times, unless growth returns to the heady levels.
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