2013

Report on HR Policies in Amdocs

Table of Contents
Amdocs ................................................................................................................................................................................................................ 3
Job Analysis ............................................................................................................................................................................................................... 3
Job Description of Subject Matter Expert, Systems Engineer .............................................................................................................................. 3
Duties/Responsibility ...................................................................................................................................................................................... 3
Job Specification .................................................................................................................................................................................................. 4
Knowledge: ..................................................................................................................................................................................................... 4
Skills:............................................................................................................................................................................................................... 4
Attitude: ......................................................................................................................................................................................................... 4
Recruitment and Selection ........................................................................................................................................................................................ 4
Stage 1: Recruitment Policy ................................................................................................................................................................................. 4
Yield Ratio:...................................................................................................................................................................................................... 4
Stage 2: Recruitment Strategy Development ....................................................................................................................................................... 4
Stage 3: Screening and Selection ......................................................................................................................................................................... 5
1)

Pre Placement Talk .............................................................................................................................................................................. 5

2)

Written Test .............................................................................................................................................................................................. 5

3)

Interview ................................................................................................................................................................................................... 5

3.1) Technical Interview................................................................................................................................................................................. 5

3.2) HR Interview ............................................................................................................................................................................................ 5
4)

Result Declaration ..................................................................................................................................................................................... 5

Training and development ........................................................................................................................................................................................ 5

Ways of trainings ................................................................................................................................................................................................. 5
Area of learning ................................................................................................................................................................................................... 6
Process ................................................................................................................................................................................................................. 6
Implication ........................................................................................................................................................................................................... 6
Performance Management System ........................................................................................................................................................................... 6
Performance Management .................................................................................................................................................................................. 6
The Process .......................................................................................................................................................................................................... 7
1 Target Setting .............................................................................................................................................................................................. 7
2. Employee Evaluation .................................................................................................................................................................................. 7
Upward Appraisals ............................................................................................................................................................................................... 7
Amdocs Compensation & benefit .............................................................................................................................................................................. 7
Compensation ........................................................................................................................................................ Error! Bookmark not defined.
Personal Compensation ......................................................................................................................................... Error! Bookmark not defined.
Salary increment............................................................................................................................................................................................. 8
Compensation for different functions .................................................................................................................................................................. 9
Bonus plan/Retention Plan benefits .................................................................................................................................................................... 9
Stock option .............................................................................................................................................................................................................. 9
Recognition awards ............................................................................................................................................................................................. 9

Amdocs
Introduction

Amdocs is a market leader in providing service to its customers in BSS, OSS and network optimization. It
has total revenue of $3.3 billion in 2013. Its customers include at&t and sprint in US, Globe in
Philippines, Malaysia and Vodafone in India. It aims at connecting the world via simplifying Customer
Experience and operational efficiency. Amdocs has more than 20,000 employees serving customers in
70 countries. In India DVCI (Development Centre India, Amdocs) have around 4000 employees and a
dedicated HR dept to support the employee functioning. The organization structure of Amdocs is
functional. A partial Organization chart is as follows
Chaiman
DVCI India

HR

Infra

Customizatio
n

Core Dev

CC level

Gen HR

Training and
Developmen
t

Developmen
t

Recruitment

Engagement

Employee
relieave

Vice
President CC

RnD

Accounting

Testing

Manager

Group Lead

Technical
Expert

SeniorSoftwa
re Enginner

Software
Engineer

Figure 1: Organisation Structure of Amdocs

Job Analysis
Job Description of Subject matter Expert, Systems Engineer
Duties/Responsibility
Duties/Responsibility
Deliver software as per Customer Requirement

Incremental development and changes

Task
Meet clients and note the requirements, thus prepare
the Requirements Doc
Following the SDLC cycle and the standard operating
procedure complete the planning, designing and coding
phase of the requirement
Meet clients and note the requirements, thus update
the Requirements Doc
Append/Change the existing Code according to the new
requirements given by the Customer following the SDLC

Testing

Documenting

and SOP
Check the code for Defects and aim for Zero defect
Perform the Unit Testing, Sub System testing of the
code
Each and every phase of the SDLC should be
documented, approved and uploaded on the local
sharing platform, Document Centre

Job Specification
Knowledge:
Engineer (Computer Science/ Information System) with aggregate percentage >60 per cent, No ATKT
Skills:
Spoken English, C/C++, Database SQL, JAVA
Attitude:
Learning, Integrity, Honesty in accordance with Amdocs Value

We are one team together we play to win

We dare to change have passion to lead
We are committed to each other and respect our people
We always deliver value to our customer
Recruitment and Selection

Stage 1: Recruitment Policy

Yield Ratio:

Figure 2 Yeild Pyramid as per the recruitment statisctics of Close Campus Recruitment in SGSITS.Indore in year 2012 by
Amdocs

Metrics for Evaluation

Throughput: Offer to Join Ratio 10:6
Attrition: Out of 6 who joined 2 left within one year of employment for higher studies
Stage 2: Recruitment Strategy Development
External Sources
Campus Recruitment

Associations/ Contract
Summer Intern PPO

Close Campus : B Grade Engineering Colleges

Open Campus : In a city open to all Computer/IT
Engineers above 60 % aggregate
Usually from Cybage for 6 months for testing
Only for A Grade College and Post grads

Search Agencies
Internal Sources
Referrals
Ex Employees
IJP

Opening Jobs on naukri.com , Glassdoor

Usually for employees recruited at Entry Point
Preference is given to Ex Employees
Openings at SME level and interview`

Stage 3: Screening and Selection

1) Pre Placement Talk
General information about the Amdocs was given. In Pre Placement talk, lot of time for question and answers was
given and Middle Level Managers were involved. Answers were usually supplemented by real life example from
work place. Also, special emphasis was given on the Culture is there in Amdocs example people are cared for once
you join it.
2) Written Test
Knowledge

Unix, Database C/C++, java

Skills
Attitude

English Proficiency
Flexible, Open to change

3) Interview
3.1) Technical Interview
The technical Interview is usually taken by middle level managers and is a behavior based interview. Few
questions that are asked are
Give an Example of some Code that you wrote? (Criterion: Knowledge)
Which technology you would like to work with? (Criterion: Flexibility)
What if you have to switch to new technology? (Criterion: Flexibility)
Two to three questions to test the same Criterion via a Predictor which is usually a question to give real
life example. Questions are often reiterated to seek specific answers.
3.2) HR Interview
The HR interview was conducted by Human Resource CC .It is also behavior based interview.
What would you like to do if not Engineer?
Give some situation where you were dejected but have delivered up to the expectation?
4) Result Declaration
Result is announced and Amdocs Goodies are given to the selected people along with the contact details of the
Interviewers which could be seen as a step towards Employee Engagement.

Training and development

Amdocs believes learning is core to professional and personal growth of an employee. It provides ample
opportunities for an employee to learn and build capabilities to be at front line in a changing industry.
Different Ways of trainings
Class-Room Training
Self-Study
Live eLearning session
Amdocs Learning service(AMLS)
On-job training

Mentoring(Knowledge transfer and Buddy)

Workshops
Job-rotation
Seminars

Areas of learning
During induction, guidelines about the following are given

Code of conduct
Company policies
IP Laws
Domain knowledge

Amdocs grooms freshers and laterals with business requirement and strategy to align them with present need. It
is seen Training as a gateway for freshers and new joiner to allow them to enter into real projects
Training specific to the Job Profile offered is as following

Programming language(C/ C++/ JAVA)

Database (SQL)
Business enterprise and e-Suite ( CRM, CMS, Enabler, Ensemble)
Communication skills and Presentation skills
Functional and technical certification for Java and Oracle

Process

During Performance management employees and manager finds areas where new skills and
competencies can be built for development in particular aspect of business segment.
These trainings are which are either employee or manager initiated have specific hour limit. Company has
a mandatory 60 hours training as an evaluation criteria for performance appraisal.
Trainings which are not available in company, employee can avail it from outside at reasonable cost.
Those expenses can be reimbursed after discussion with supervisors as per company reimbursement
policy

Implications
Amdocs is able to stand against changing industry with trained pool of candidates. For company its cost effective
process because it builds in-house process otherwise they need to search from outside market for every new
capability that comes up in the telecomm market. It increases employee engagement and involvement and plays
an important role in employee career build up. It is also an essential part for succession planning to prepare
employees for future roles and responsibilities. It enhances their productivity and client satisfaction. To build
brand in the industry and among clients by oracle/Java certified employee.

Performance Management System

Performance Management
At Amdocs it is self-service evaluation process for managers, Employees and human resources. It has planning,
collaboration, communication, assessment, and monitoring evaluations for two purposes:

Performance
Development.

Performance evaluations typically assess and plan employee performance to meet current job requirements and
compensation treatments; while development evaluations are used to assess and plan employee development
needs either because of gaps in the skill set that is required for a current job or to meet future requirements.
The Process
1 Target Setting
In Amdocs, Employees objectives are set and reviewed periodically to get resource aligned with business and
organization strategy. Objective setting process gives manager to evaluate employee performance and future
potential.
Annual objective setting process occurs in November with i.e mid-year review in May.
2. Employee Evaluation
Since Amdocs evaluate employee performance on periodic basis .In this process employee and manager meet to
discuss individual performance, achievement, contribution to the assigned project and organization. Employee
share their need and aspiration to manager and they become mutually agreed on the objective. Employees are
given assistance on their skill set and technical and functional competencies.
Amdocs has mid-year review in May and annual review in November for final evaluation of objectives.
Upward Appraisals
Employees are asked to evaluate their managers performance and share their opinion and concerns. This process
is taken as feedback to develop and enrich the managerial skill further.
Eligibility for new hire employee:

For mid-year review, they must have hire date on or before 31 january.
For Final review, they must have hire date on or before June 30 th.

Performance management process

Amdocs has performance management application as other employers have, so this whole process is online portal
based. Each employee has access to the portal. In November when performance cycle begins employee and
manager have to initial their part on objective setting process. Once employee or manager are done with the
setting process, employee starts working on his objective. Before May employee are asked to update their
objectives with their achievement and objective status and contribution. During Mid-year review manager and
employee assess their work and discuss on updates and skill set which can be enhanced through training to have
better annual final performance review. Performance cycle ends on November so before that manager and
employee again discuss and managers evaluate their work and on the basis of review analysis manager gives rating
on employee performance. These rating are released to employee and they have discussion session on evaluation
and try to get mutually agreed on given rating. Once this evaluation discussion are done, rating are consolidated
and performance cycle get freezed and rating are sent for higher approval and transferred to compensation and
benefit team to compensate the employee on their performance result.

Amdocs Compensation & benefit

Compensation
Employee compensation is comprised of

Base salary

Fringe benefit(variable)

Base salary is fixed part where as fringe benefits are determined for each employee as a result of performance
individual abilities and contribution. There are other factors which affect variable part like as:

Industry salary level

Economic condition

Compensation process starts after performance evaluation of employees every six months. These evaluations are
one of key consideration for salary and bonus.
*Note: Amdocs would request that an employees compensation be kept between the employee and the company
since it is a private affair.
Personal Compensation
Salary increment
Amdocs has a graded pay range for each job code or group, which is revised periodically based upon market
conditions and Company business.
Salary increments are calculated based upon salary range and employee evaluations, and generally it is processed
in each July. Each employee situation is considered individually.
Salary parameter:Hour worked: - actually hour spent on job, it does include lunch time, vacation, sickness or holidays. Unpaid sick
leave, personal leave or any other like work from home are not considered.
FTE Rate: - Full Time Equivalent

Total available hour in year = 5 days*52 week* 8 hours

Total actual labor hr in year = total hour worked by employees in specific job code.
Compa-Ratio:- Salary/Midpoint salary or Market rate
We are using dummy data here to show compensation:A

Grade

Current
Salary

Proposed
Increase
%

Proposed
Inc

rounded

Proposed
new
salary
rounded

55,000.00

5.00%

2,750.00

57,750.00

Compa
ratio
based
on mid
point
of
Grade
103.36

50,000.00

4.00%

2,000.00

52,000.00

93.06

45,624.00

7.00%

3,194.00

48,818.00

87.37

43,000.00

3.00%

1,290.00

44,290.00

79.27

30,720.00

4.00%

1,229.00

31,949.00

123.59

19,000.00

5.00%

950

19,950.00

92.79

32,395.00

4.50%

1,458.00

33,853.00

104.97

44,462.00

4.00%

1,778.00

46,240.00

82.76

Salary Grade Ranges

GRADE

Minimum

Mid Pt

Maximum

12900

16125

19350

17200

21500

25800

20700

25850

31000

25800

32250

38700

32700

40850

49000

F
44750
55875
67000
As per industry average we get salary range and its midpoint. Dividing actual proposed new salary by Midpoint of
salary range we gets Compa ratio.
If compa ratio = 100 then it is equal to market rate so which is usually followed by employer.
If Compa ratio >100 then company gives more than industry average so it reduce employee turnover rate.
If Compa ratio <100 then company gives less than industry average which increase employee turnover ratio that
employer does want to happen.
Amdocs provide salary hike as industry average or slightly high for exceptionally performed individual.
Compensation also play important role in attrition rate of employee.
Compensation for different functions
i. Research and development: Research and development expenses consist primarily of salaries, benefits, and
share-based compensation for employees on engineering and technical teams who are responsible for building
new products as well as improving existing products.
ii. Marketing and sales: marketing and sales expenses consist primarily of salaries, benefits, and share-based
compensation for employees engaged in sales, sales support, marketing, business development, and customer
service functions.
iii. General and administrative: general and administrative expenses consist primarily of salaries, benefits, and
share-based compensation for executives as well as legal, finance, human resources, corporate communications
and policy, and other administrative employees.
Bonus plan/Retention Plan benefits
Amdocs gives bonus as per performance of business and employee contribution.
A participant is not eligible for bonus or retention Plan benefits if the participant resigns or is terminated for
Cause(which for purposes of the Plan means: any lawful reason) any time before the bonus is paid. This Plan is
intended to compensate individuals for performance as well as encourage employee retention through and until
the date the bonus is paid; retention is therefore a key component of Plan eligibility
Stock option Company also offer stock option to eligible employee.
Recognition awards
Company also gives recognition awards to employee for their significant contribution to organization.