The human resource
The human resource of the company has come up with many initiatives that is positively impacting the timeliness of the M
projects, quality of the project and timely project implementation as well. To ensure that an employee gives his best, he/she has to go through some thorough training and development programmes. Each and every employee at Nucleus has to attend about 10-12 days of training session per year. What’s more, at Nucleus an employee gets tremendous growth opportunities in terms of even moving on to perform other roles provided he/she meets the required skill sets and other necessary requirements. “We always ensure that all of our employees, via rotation, get the opportunity to go abroad and work at the clients’ locations. This endeavour gives them the complete knowledge of what is happening in the international scenario as well,” adds Verma. Little wonder then that Nucleus ensures that a majority of its employees gets the chance to go and explore the clients’ locations (abroad). However, in spite of taking so many measures, Nucleus is still facing a high attrition rate (23-24%). Admits Verma, “We understand the shortage of the manpower in the industry.” So to nip the problem of attrition at the bud, Verma and his team regularly visit various technical institutes in Noida, talk to the students and explain about their workings. The aim is to develop the skill sets of the students through rigorous content development programmes and student development programmes. This way if some students eventually come on-board they already have the necessary skill sets beforehand.
At Nucleus the first thing that an employee expects from the organisation is that his skills should be recognised. Secondly, his skills should be utilised in the best possible way. And lastly the organisation works towards enhancing the employees’ skill sets. “In our culture we understand that we have to shape these three aspects of any employee. So at Nucleus we have a very employee oriented work culture. We have a culture where people can express at any time of the day,” avers Verma. Another focus area of the HR at Nucleus is towards building strong interpersonal relations with an employee and his/her family. Asserts Verma, “We have certain initiatives like, once in a year we take all our employees and their families to an offsite. We take them to Rishikesh (hills) for about three days and there we try to get to know each employee’s family members. Further, our culture is to make sure that employees are not restricted to himself or herself, rather they should be friendly with other employees as well as their families. A strong bonding needs to be formed among them.”
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
projects, quality of the project and timely project implementation as well. To ensure that an employee gives his best, he/she has to go through some thorough training and development programmes. Each and every employee at Nucleus has to attend about 10-12 days of training session per year. What’s more, at Nucleus an employee gets tremendous growth opportunities in terms of even moving on to perform other roles provided he/she meets the required skill sets and other necessary requirements. “We always ensure that all of our employees, via rotation, get the opportunity to go abroad and work at the clients’ locations. This endeavour gives them the complete knowledge of what is happening in the international scenario as well,” adds Verma. Little wonder then that Nucleus ensures that a majority of its employees gets the chance to go and explore the clients’ locations (abroad). However, in spite of taking so many measures, Nucleus is still facing a high attrition rate (23-24%). Admits Verma, “We understand the shortage of the manpower in the industry.” So to nip the problem of attrition at the bud, Verma and his team regularly visit various technical institutes in Noida, talk to the students and explain about their workings. The aim is to develop the skill sets of the students through rigorous content development programmes and student development programmes. This way if some students eventually come on-board they already have the necessary skill sets beforehand.At Nucleus the first thing that an employee expects from the organisation is that his skills should be recognised. Secondly, his skills should be utilised in the best possible way. And lastly the organisation works towards enhancing the employees’ skill sets. “In our culture we understand that we have to shape these three aspects of any employee. So at Nucleus we have a very employee oriented work culture. We have a culture where people can express at any time of the day,” avers Verma. Another focus area of the HR at Nucleus is towards building strong interpersonal relations with an employee and his/her family. Asserts Verma, “We have certain initiatives like, once in a year we take all our employees and their families to an offsite. We take them to Rishikesh (hills) for about three days and there we try to get to know each employee’s family members. Further, our culture is to make sure that employees are not restricted to himself or herself, rather they should be friendly with other employees as well as their families. A strong bonding needs to be formed among them.”
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
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