which enables competency
enhancement through on-the-job
training, training programs,
projects/assignments or rotations.
Appraisal system is very
transparent, he/she not only has a
say in ones own development plan
but also knows the performance
band that he/she falls in. Training
departments draw up training
calendars based on the IDP of
employees.
-
Are there any programs/ in-house
trainings in place for enhancing
employee productivity?
Foroveradecadenow,Patnihas laida lot
of emphasis and made considerable
investments inits training andemployee
development initiatives. The training
emphasis is driven by the dual intent of
creating subject matter experts on one
part and, bridging existing role-defined
competency gaps on the other. Once the
training needs are identified, they are
reflected into the employee's IDP or the
IndividualDevelopment Plan.
PACE Patni Academy of
Competency Enhancement is
responsible for ensuring the training
needs are met. PACE has over 45
trainers and provides technical,
leadership and behavioral training. A
brand ambassador "eDude" has also
been created to communicate the
learning initiatives.
Patni offers its employees a platform
to further their education with tieups
with BITS Pilani for a 2-year and
4-year masters' program in software
engineering; and an eMBA through
IIM-K. Also, every new recruit goes
through a 12-16 week rigorous
program called "Patni Preparatory
Program" in order to prepare them
to enter the corporate world.
-
Is there a formal process in place to
encourage intra-organizational/ lateral
transfers of employees?
The LEAP framework allows us to
provide opportunities for professional
growth to each employee.
The framework is comprehensive in
that it also has provisions for
employees to switch tracks across
departments and streams, subject to
the employee's inclination and the
organization's need. The model
identifies six career tracks that an
employee can adopt ranging from the
technology to the sales. The aim of the
LEAP framework is to help employees
focus on their areas of expertise and
build knowledge.
-
What is your working environment
like? Do you have any processes in
place to keep the employees involved
with the company and boost their
morale?
At Patni, we have people-centric
policies to identify and nurture our
employees. The basis of ourHRpolicy
is to groomour employees into leaders
for accelerated personal and
organizational growth. We believe in
building an empowered organization
where all individuals have the
knowledge, skill, desire and
opportunity to personally succeed in a
way that leads to collective
organizational success.
Patni offers ample opportunities for
professional growth and global
exposure. In a recent survey, the top
three reasons stated for Patni being an
employer of choice were good career
opportunities, job stability and security
and opportunity to utilize one's skills.
Patni employees enjoy a strong sense of
accomplishment from their work. A
recent survey indicated that 67% of
Patni's employees felt that their ideas
and opinions seemto count at the place
ofwork.
Also, there is strong feeling of team
work and positive peer relationships
in the organization. The senior
executive team within Patni is also
approachable and apart from regular
informal interactions, employees have
the opportunity to interactwith senior
management.
Patni also provides its employees an
informal platform to get together
throughClub Patni. The club organizes
cultural events throughout the year.
To summarize, it's our focus on
training, innovative HR policies and
stress on employee engagement that
keep our employees ticking. We want
each employee at Patni to be
passionate about our values. And to
be the best at whatever they do.
