The Economic Times, Anirvan Ghosh, September 17, 2008
While small cos are relatively disadvantaged, they have an edge over larger cos in their ability to give meatier roles AT A TIME when IT companies have cut down or frozen on fresh hiring, recruitment firms are finding new opportunity in emerging businesses, which are busily firming up plans to put proper talent retention policies in place. “The sector has been quite adaptive to market realities and is certainly adopting modern HR practices,” says TeamLease Services vice-president Rajesh AR. And though not as sophisticated or as systems driven as their larger counterparts, emerging companies are recognising the need to have HR policies in place and many of these are focused on retaining best performers, he adds.
“We now are adding quite a few of SMB clients,” says Adecco India CEO Sudhakar Balakrishnan. He observes that more of such firms are implementing proper induction programmes, and charting out a progressive training and career growth path for their executives. SEC Industries in Hyderabad has charted out a career growth plan and mapping of skill sets for its executives. SEC makes components for surface-to-surface, and surfaceto-air missiles, and is planning to have a share of the nuclear pie soon.” We have realised that with the impending entry of foreign companies in the technology space as a result of the nuclear deal, we need to have talented people stay with us,” says company’s MD N Vidyasagar.