R Systems Winning Formula
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R Systems ranked No. 5 on the NASSCOM ‘Exciting Emerging Companies to Work For, 2009.’ In a world that is weighed down by the recession, what has R Systems done to overcome it? In this edition of HR Factor, we meet with R Systems HR Head, Mr. Prem Goswami to learn more about this company’s people formula.
Headquartered in Noida with offices in Pune and Chennai, R Systems has branches in the United States, Singapore, Netherlands and Japan. R Systems International today has over 2500 employees across the globe. Listed on the BSE and NSE, R Systems has also emerged as one of the industry’s leading companies in diagnostic planning.
A company that uses competency mapping when recruiting, R Systems is confident that this approach pays off in the long run. “Each job has a competency framework, during recruitment we look for the one person who fulfils most of these requirements” says Mr. Goswami. This approach also makes sure that a round peg is not hired for a square hole.
As we well know, no individual is tailor-made for a job, so areas for improvement and development are identified and new employees are put through specific training, mentoring, counselling or e-learning processes which equip them with the skills they will need on the job.
This PCCM recognised company uses competency mapping in other areas as well. “We believe there is always room for development and apply this mapping in areas like evaluations, training and development, mentoring performance management, succession planning, etc,” says Goswami
R Systems believes that its alternative HR practices are unique to the industry. “We understand the everyday stress our employees go through and have devised various recreational methods like health camps on campus, weekly quizzes; fun ‘n’ work sessions which have become very popular over the years” says Goswami. Another hugely popular event is the ‘Open House’ held on the last Friday of every alternate month. “Our President and Sr Executive Director, Lt Gen Baldev Singh (Retd) is always present at Open House and encourages employees to ask questions, no matter how small. This is where you see the transparency of the company.” A company that believes in reward and recognition, R Systems uses this forum to congratulate employees on a job well done. “Individual appreciation in front of the entire company really boosts employee morale, sometime this works even better than compensation” says Goswami.
When asked how R Systems stood up to attrition, a confident Goswami replies, “A succession plan for all critical positions has been in place for years now, so today if someone left us, we will be capable of filling in their shoes.” This method seems to have worked for R Systems as in their last quarter they recorded an attrition rate of just 1.5%! When it comes to dealing with the economic downturn, “In the rare case of letting additional resources go, we follow a separation plan which give the employee sufficient time to look for a job – we do not believe in snapping ties.”
Mr. Goswami finds a link between the open house forums and the strong role HR plays in an employee’s life at R Systems, “We address any fear or reservation an employee might have at these forums, the job confidence today is as high as it was six months ago.” Skip Level Meetings is another HR practice that aids in retaining confidence levels, “In these meetings, there are no reporting managers present; it is a direct HR – employee session. We listen to the employees and reassure them; for example when the issue of job security arises we show them figures of how no one was let go due to the down turn in the last few cycles” says Goswami.
R Systems comes across as a company that is completely in sync with their employees – how do they do it? According to Goswami, “we believe that given the right opportunities, every executive of today has the potential of becoming a manager and a unit head over a period of time.”
R Systems follows two kinds of surveys which help them understand their people. “For the employees we have an employee satisfaction survey – this is an online anonymous survey and is conducted twice a year. The last survey we conducted had a participation rate of around 74% where 90% of the employees reported high levels of job satisfaction.” The second survey is client based and is conducted once a year. “The feedback we receive from the clients is treated with equal importance, as we treat both clients and employees as business partners.”
R Systems also offers facilities like flexi timing and pick up and drop, to their employees. “Sometimes, the things we do beyond compensation makes all the difference,” says Goswami, adding, “We are a very employee centric company, at R Systems our employees can see their individual and collective growth happening.”
That’s clearly the glue that holds this group together!
Employee Speak
Amit Sindhwani, is a Project Manager at R Systems and has completed close to six years with the company.
1. How does R Systems compare to the other companies you have worked for?
I have worked with a number of large and middle sized companies. When I joined R Systems in 2003 there were only around 180-200 employees, today we have over 1300 employees in Noida alone! R Systems is definitely a growth oriented company – like me many have grown with this company. At R Systems, we have a very good rapport with the top management; we’re always welcome to discuss anything at any time. Our CTO knows every employee’s name!
2. When you made the move to R systems what was the deciding factor?
I was looking for an SMM Level 5 company to work with, apart from the good compensation; I have seen growth happen within the company. Within a year of joining R Systems, I was made Project Leader.
3. When you compare R systems with other companies that you have worked for, what makes this company different?
Apart from the job satisfaction, my colleagues at R Systems are now my circle of friends. At R Systems, I feel I have the authority to make important decisions, here I am given the importance and I feel I make a difference.
4. What, in your opinion, is the most outstanding HR practice at this company?
Our HR department is very approachable and highly efficient, they organise events very often. The heath camps for instance make a huge difference to me, as I have calls in the evening – I can’t always go out..so having on-campus health camps at 5pm is very convenient. HR also does a lot to motivate the employees, apart from organising specific training sessions, there are quizzes and contests organised every week.
There is an annual holiday planned with family and children, there are usually 85-100 of us and its 3 days of great fun. These holidays happen even during the recession!
5. What is it about this company that makes you want to come to work every day?
The work environment and my team. As R Systems has its processes in place, it makes work much easier.. for example, the network team works 24 hours, so if there’s a System problem I raise a ticket when I leave office and it’s fixed when I return. My team makes a huge difference to me, we celebrate everything together be it festivals, weddings, kids or even a new car.
6. What are the values you associate with R systems?
The fairness and transparency and the fact that if resources are working hard, they are acknowledged and rewarded.
Do you feel that your voice is heard at R systems?
Absolutely. I started with a team of 6 and now head a team of 35. Today, I have a say in the hiring process, appraisals, promotions, compensations etc.
Contributed by Jayanti Bhattacharya, Prayag Consulting for the NASSCOM EMERGE Newsletter.
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R Systems -piece. why not get such comments from ex-employees and junior and senior managers who are no longer with R Systems.
We also know in the industry that HR dept does little to employees, projects, contracts and co growth on strategic context. Open house and events for celebration are fine. Critical appreciation from non HR dept person makes a better and professional perspective.
Piece by HR head, including employee praising is not appreciated by me at least.