AnSPu SPA8MA

A1802010017
02!an11
BR BANBB00K-KP0 INB0STRY
TABLE OF CONTENTS
1 kC lnuuS18? CvL8vlLW
11 ln18CuuC1lCn
12uCMAlnS ln kCs
13kC vs 8C
14AuvAn1ACLS Cl kCs
13kC AS A CA8LL8
168CSLC1S Cl kCS ln lnulA
17 CPALLLnCLS lACLu 8? kC
2 1L8MS CCnul1lCnS Cl LMLC?MLn1
3 CLnL8AL SL8vlCL CCnul1lCnS
4 CLlC? Cn LLAvLS
41 CLnL8AL CLlC?
42 LLAvL 18AvLL ALLCWAnCL CLlC?
43 CCMLnSA1C8? LLAvL CLlC?
3 u8LSS CCuL WC8k CuL1u8L
6 LlS1 Cl MlSCCnuuC1S A1 1PL CCMAn?
7 8CCLuu8L lC8 lCLLCW u Wl1P A8SCCnulnC LMLC?LLS
8 8LC8ul1MLn1 SLLLC1lCn
81 uLSlCnA1lCnS 8Anu LLvLLS
82 8CLLS 8LSCnSl8lLl1lLS
83 8LC8ul1MLn1 CPAnnLLS
34 8LC8ul1MLn1 8CCLSS
33 LLlClLl1? C8l1L8lCn
9 CCMLnSA1lCn 8LnLll1S
91 8AnuWlSL ACkACLS(Ln18? 1C MAnACL8lAL LLvLL)
92 8L1Ln1lCn 8CnuS
93 vLPlCLL CLlC?
94 1LLLPCnL 8LlM8u8SLMLn1 CLlC?
93 S1All 18AnSC81 SL8vlCLS CLlC?
96 L8SCnAL LCAnS CLlC?
97 ALLCWAnCL lC8 CvL81lML CLlC?
1018AlnlnC uLvLLCMLn1
101 lnuuC1lCn 18AlnlnC
102 18AlnlnC 8CC8AMS
103 18AlnlnC ML1PCuS
104 CA8LL8 CC81unl1lLS lC8 18AlnL8S
103 MAnACL8lAL 18AlnlnC
11L8lC8MAnCL A8AlSAL
111 A8AML1L8S 1C A8AlSL L8lC8MAnCL lC8 Ln18? LLvLL LMLC?LLS
112 A8AML1L8S 1C A8AlSL L8lC8MAnCL lC8 1LAM LLAuL8S
!O INDUSTRY OVERVIEW
11 IN1kCDUC1ICN 1C kC INDUS1k
WnA1 IS kC?
kC ls a new phenomenon LhaL ls plcklng pace ln lndla lL ls knowledge rocess
CuLsourclng ln slmple words lL ls Lhe upward shlfL of 8C ln Lhe value chaln Cld 8C
companles LhaL used Lo provlde baslc backend or cusLomer care supporL are movlng up Lhls
value chaln
unllke convenLlonal 8C where Lhe focus ls on process experLlse ln kC Lhe focus ls on
knowledge experLlse
kC ls lnvolved ln servlces llke valuaLlon and lnvesLmenL research paLenL flllng legal and
lnsurance clalm processlng
ln laymans Lerms Lhey are flrms LhaL provlde servlces based on speclallsed knowledge of a
cerLaln lndusLry lor example you need a docLor Lo be able Lo dlagnose a medlcal condlLlon
or a charLered accounLanL Lo handle Lhe flnanclal aspecLs of a buslness or an M8A Lo Lrack
Lhe markeLlng Lrends of a cerLaln producL
1he legal Leam of any company requlres a lawyer Lo drafL Lhe papers for any deal or
lawsulLs Slmllarly sclenLlflc research needs a quallfled sclenLlsL on board noL all of Lhese
requlre hlghly experlenced professlonals Lo do Lhe [ob buL domaln knowledge or
knowledge abouL Lhe concerned fleld ls sLlll a prerequlslLe 1hls knowledge ls whaL kCs
offer
12 LIS1 CI DCMAINS IN kCs
As kC ls a domaln experLlse lndusLry Lhe companles are caLegorlzed accordlng Lo Lhe
domaln Lhey are worklng ln 1he varlous domalns are as follows
1 LqulLy lnvesLmenL
2 Lnglneerlng
3 MarkeL Analysls
4 LducaLlon
3 8uslness Analysls
6 harmaceuLlcals
7 Cllnlcal 8esearch
8 8uslness MarkeL 8esearch
9 ConLenL uevelopmenL
10MulLlmedla
111elecom 8u
12SofLware 8u
138uslness MarkeL 8esearch
14lnLellecLual roperLy
13Legal SupporL
16aLenL research
178loLechnology
18uaLabase creaLlon
19AnalyLlcal servlces
20llnanclal modelllng
21ueslgn and uevelopmenL ln AuLomoLlve and Aerospace lndusLrles
22AnlmaLlon and SlmulaLlon
23Medlcal conLenL and servlces
248emoLe educaLlon
23ubllshlng
1LS CI kC
1 LC (Lega| rocess Cutsourc|ng)
Legal Servlces focuses on provldlng asslsLance Lo forelgn legal servlce professlonals ln Lerms
of Lranscrlblng research and case developmenL

2 nkC (numan kesources Cutsourc|ng)
CuLsourclng funcLlons such as payroll managemenL Lralnlng sLafflng eLc so LhaL a cllenL
can concenLraLe on Lhelr core compeLency

3 kC (kesearch process outsourc|ng)
1hls Lerm was lnlLlally colned by klran Mazumdar of 8locon 8esearch ln Lhe fleld of medlcal
and bloLechnology
S LSC (Lng|neer|ng serv|ce outsourc|ng)
roducL deslgn research and developmenL and oLher Lechnlcal servlces across secLors llke
auLomoLlve aerospace hlLech/Lelecom uLlllLles and consLrucLlon/lndusLrlal machlnery
13 kC vs 8C
1he dlvldlng llne beLween kC and 8C ls sLlll very faded some experLs say LhaL kC ls noL
dlfferenL from 8C lL ls only a klnd of 8C 8roadly kC ls a subseL of 8C lL [usL occuples
Lhe hlgher end of Lhe 8C specLrum
ln facL kC owes lLs exlsLence Lo 8C lL ls lLs naLural progresslon AfLer reaplng Lhe beneflLs
of ouLsourclng lowend processes Lo lndla forelgn companles are now Lrylng Lhelr hands aL
ouLsourclng hlghend processes Lo Lhe counLry
kC ls Lhe nexL sLep ln Lhe ouLsourclng pyramld lor lnsLance ln a flnanclal servlce 8C
daLa enLry of lnvolces has been around for some Llme 8uL glven Lhe valueformoney lndlan
8Cs have shown lnLernaLlonal companles are Lhlnklng why noL broaden Lhe scope Lo
lnclude flnanclal analysls?
ln 8Cs Lhere ls a predeflned way Lo solve a problem 8Cs wlll normally lnclude
LransacLlon processlng seLLlng up a bank accounL selllng an lnsurance pollcy Lechnlcal
supporL volce and emallbased supporL
1he myLh LhaL lndlan companles can only provlde sofLware coolles ls soon changlng Lo Lhe
reallLy of lndlan companles belng capable of almosL anyLhlng even rockeL sclence!
Lowend ouLsourclng servlces have an expecLed CumulaLlve Annual CrowLh 8aLe (CAC8) of
26 by 2010 ln conLrasL Lhe global kC markeL ls polsed for an expecLed CAC8 of 46 by
2010 1he followlng flgure demonsLraLes Lhe expecLed growLh ln Lhe 8C and kC markeLs
over Lhe nexL seven years
lL's very evldenL from Lhe abouL dlscusslon LhaL Lhe kCs are Lhe nexL blg Lhlng abouL Lo
happen ln lndla
14 ADVAN1AGLS CI kC
kCs charge Lhelr lnLernaLlonal cllenLs much more Lhan 8Cs So obvlously Lhere ls a vasL
dlfference ln salarles ln addlLlon lL ls beLLer Lhan worklng for lndlan companles noL only
due Lo beLLer pay packeL buL also due Lo Lhe exposure Lo global besL pracLlces
Salarles are Lhree Lo four Llmes hlgher Lhan 8C companles because Lhe quallflcaLlons
requlred are hlgher AgalnsL Lhe sLarLlng salary of abouL 8s 13000 for 8Cs kCs pay you
anyLhlng from 8s 30000 onwards dependlng on your experlence and requlslLe skllls
AnoLher advanLage ls kC [obs generally follow Lhe nlneLoflve rouLlne 1hls means LhaL
unllke 8Cs Lhere are no nlghL shlfLs and haywlre body clocks Cne also geL Lhe
beneflLs exLended by mulLlnaLlonals Lo Lhelr employees So you can expecL a swanky offlce
a good canLeen and recreaLlonal faclllLles Powever forgeL abouL Lhe plckup and drop Slnce
lLs a day [ob Lhls beneflL lsnL exLended Lo kC workers
1he blggesL advanLage of worklng for a kC ls LhaL lL exposes you Lo Lhe global lndusLry and
makes lL easler for you Lo geL a [ob abroad lf you so deslre
1S kC AS A CAkLLk
lndla ls all seL Lo become Lhe mosL preferred desLlnaLlon for knowledge rocess
CuLsourclng (kC) as lL grows Lo Louch Lhe $17 bllllon mark by 2010 says Lhe ConfederaLlon
of lndlan lndusLry
ln lLs recenL sLudylndla ln Lhe new knowledge economyLhe Cll had sald LhaL Lhe servlces
secLor would grow aL a more Lhan elghL per cenL and lLs conLrlbuLlon Lo Cu would be
above 31 per cenL 1he sLudy afflrmed LhaL lndlas LranslLlon from belng a 8uslness rocess
CuLsourclng (8C) desLlnaLlon Lo a kC desLlnaLlon was lmmlnenL
Areas wlLh slgnlflcanL poLenLlal for kC lnclude pharmaceuLlcals bloLechnology Lechnology
legal servlces lnLellecLual properLy research and deslgn and developmenL of auLomoLlve
and aerospace lndusLrles Accordlng Lo Lhe sLudy lndla could emerge as a global kC hub as
Lhe buslness requlres speclallzed knowledge ln respecLlve verLlcals and Lhe counLrys
englneerlng and Lechnlcal lnsLlLuLes are geared Lo address Lhe manpower demand
Lveryone ranglng from CAs M8As lawyers and now even docLors are headlng Lowards kC
So whaL would drlve Lhe bralns Lo kC?
AL presenL kC offers an alLernaLe career paLh for Lhe educaLed 1hey pay more and Lhe
worklng hours are more clvlllzed 1o Lop all Lhls up Lhere ls no need for speclaLlon a M8A
degree or a plaln medlclne degree does Lhe Lrlck
16 kCSLC1S CI kCs IN INDIA
knowledge rocess CuLsourclng ls a buzz word now days whlch reduce Lhe cosL and Lhe
resulLs come ouL ln form of beLLer 8Cl CuallLy due Lo speclflc domaln experLlse Accordlng
Lo nASSCCM Survey kC lndusLry wlll grow 43 by 2010 1he lndusLry wlll be of $17 bllllon
ln whlch lndla wlll share around 70 buL we had felL Lhe absence of a slngle porLal whlch
can dlssemlnaLe all lnformaLlon conLacLs news and llnks Lo kC companles spread across
geographlcal boundarles knowledge process ouLsourclng (kC) ls Lhe nexL blg Lhlng ln Lhe
ouLsourclng secLor 8y 2010 lndlan kC secLor ls esLlmaLed Lo have 71 per cenL share of Lhe
global kC secLor 1he kC lndusLry ln lndla ls growlng aL a Lremendous raLe kC secLor ls
growlng and so are Lhe [ob opporLunlLles ln Lhls secLor 1he lndusLry currenLly employees
more Lhan 26000 employees and are expecLed Lo grow Lo 230000 employees by 2010 (as
esLlmaLed by nASSCCM
Accordlng Lo a sLudy carrled ouL by 8arlng rlvaLe LqulLy arLners (lndla) LlmlLed a venLure
caplLal flnanclng flrm Lhe slze of Lhe kC lndusLry Lhe hlghend servlces enLalled ln buslness
process ouLsourclng (8C) acLlvlLles has Lhe poLenLlal Lo Louch $16 bn by 2010 globally
As per nasscom esLlmaLes Lhe kC lndusLry ls expecLed Lo grow by 43 per cenL by 2010
CuL of Lhe $16 bllllon whlch Lhe kC lndusLry ls llkely Lo earn around $12 bllllon would be
ouLsourced from lndla
1he ldeal kC employee should possess domaln speclallzaLlon compuLer skllls Lngllsh
proflclency WlLh Lhe lndlan way of educaLlon whlch lays greaL emphasls on hlgher
educaLlon speclallzaLlon a LalenL pool wlLh speclallzed knowledge ln any fleld ls readlly
avallable
1here ls also Lremendous emphasls on maLhemaLlcs and sclence resulLlng ln a large number
of sclence and englneerlng graduaLes 1hese graduaLes would fuel Lhe growLh of kC ln
lndla
As lndla ls Lhe only counLry ln Lhe world whlch ls havlng a LalenLed professlonals of
mulLldomaln naLure wlLh Lngllsh on Lhelr Longue As mosL of Lhe populaLlon ln lndla ls ln Lhe
brackeL of youngsLer graduaLes ln dlfferenL sLreams wlLh all hard and sofL skllls
1he cosL advanLage of lndlan 8C ls consLanLly belng challenged by ever lncreaslng mlghL of Chlna
and hlllpplnes As lL ls mandaLory for any llvlng organlsm Lo muLaLe Lo sLay allve ln Lhe ever
changlng envlronmenL so ls Lhe case wlLh buslness processes 1herefore change from 8C Lo kC ls
lnevlLable and mandaLory
CHALLENGES FACED BY !Os
kC dellvers hlgh value Lo organlzaLlons by provldlng domalnbased processes and buslness
experLlse raLher Lhan [usL process experLlse 1herefore ouLsourclng of knowledge processes
face more challenges Lhan 8C (8uslness rocess CuLsourclng)
1he varlous challenges faced are
O MalnLalnlng hlgher quallLy sLandards
O lnvesLmenL ln kC lnfrasLrucLure
O Lack of LalenL pool
O 8equlremenL of hlgher level of conLrol confldenLlallLy
O Lnhanced rlsk managemenL
O Plgh aLLrlLlon raLe
1he processes demand advanced analyLlcal and speclallzed sklll of knowledge workers LhaL
have domaln experlence Lo Lhelr credlL
Comparlng Lhese challenges wlLh Lhe lndlan l1 and l1LS servlce provlders lL ls noL surprlslng
LhaL lndla has been ranked Lhe mosL preferred kC desLlnaLlon owlng Lo Lhe counLrys large
LalenL pool quallLy l1 Lralnlng frlendly governmenL pollcles and low labour cosLs







TERMS AND CONDITIONS OF
EM!LOYMENT

1 Work 8elaLed
11 ?ou wlll devoLe full Llme Lo Lhe work of 1PL CCMAn? LLd (hereln referred as 1PL
CCMAn?) and shall noL underLake any dlrecL / lndlrecL buslness / work / asslgnmenL eLc
even on parLLlme basls wheLher for any conslderaLlon or noL save wlLh Lhe prlor wrlLLen
permlsslon from Lhe company
12 ?ou wlll use your besL efforLs ln Lhe performance of employmenL duLles asslgned Lo
you from Llme Lo Llme and Lo aL all Llmes acL ln good falLh and ln Lhe besL lnLeresLs of 1PL
CCMAn? you wlll comply wlLh all rules regulaLlons and procedures esLabllshed by 1PL
CCMAn?
13 Cn successful compleLlon of Lralnlng or probaLlonary perlod your servlces wlll be
conflrmed ln wrlLlng by Lhe company and LhereafLer sub[ecL Lo any oLher agreemenL or
undersLandlng beLween you and Lhe company elLher parLy can LermlnaLe Lhls employmenL
agreemenL by provldlng a noLlce perlod of Lhree monLhs or paymenL of baslc pay ln lleu of
such noLlce Lo Lhe oLher parLy uurlng Lhe probaLlonary perlod for laLeral hlres Lhe noLlce
perlod shall be one monLh
14 ?ou wlll reLlre from Lhe 1PL CCMAn?s servlces on reachlng Lhe age of 60 yrs or
earller lf found medlcally unflL 1he age or daLe of blrLh already glven by you ln your
appllcaLlon form would be LreaLed as blndlng and flnal 1he acLual daLe of reLlremenL shall
be Lhe lasL daLe of Lhe calendar monLh ln whlch you were born
2 SCl1WA8L 8LLA1Lu
?ou are sLrlcLly prohlblLed from brlnglng any unauLhorlzed/lnfrlnged coples of sofLware
ln Lhe offlce premlses from any exLernal sources or copylng sofLware from one compuLer
sysLem Lo anoLher whlch may lnclude any vlolaLlon of Lhe provlslons of Lhe CopyrlghLs AcL
noncompllance of Lhls rule wlll be regarded as a serlous offense and you wlll be sub[ecLed
Lo approprlaLe dlsclpllnary acLlon
3 ln1LLLLC1uAL 8CL81? 8lCP1S
31 ?ou wlll agree Lo lnform 1PL CCMAn? of full deLalls of all your lnvenLlons
dlscoverles concepLs and ldeas (collecLlvely called uevelopmenLs") wheLher
paLenLable or noL lncludlng buL noL llmlLed Lo hardware and apparaLus producLs
processes and meLhods formulae compuLer programs and Lechnlques as well as any
lmprovemenLs and relaLed knowledge whlch you concelve lmprove compleLe or puL ln Lo
pracLlce (wheLher alone or
[olnLly wlLh oLhers) whlle you conLlnue ln Lhe employmenL of 1PL CCMAn? and whlch
relaLe Lo Lhe presenL or prospecLlve buslness work or lnvesLlgaLlons of 1PL CCMAn? or
whlch resulL from any work you do uslng any equlpmenL faclllLles maLerlals or personnel of
1PL CCMAn? or whlch has or have been developed by you or under your supervlslon or
whlch resulL from or are suggesLed by any work whlch you do or may do for 1PL CCMAn?
32 1he ownershlp of all developmenLal" work and documenLaLlon creaLed by you shall
from Lhe momenL of lLs creaLlon vesL ln 1PL CCMAn? 1hus you agree Lo asslgn and do
hereby asslgn Lo 1PL CCMAn? 1PL CCMAn? s nomlnee your enLlre rlghL LlLle and
lnLeresL ln all uevelopmenLs all Lrademarks copyrlghLs and mask work rlghLs ln Lhe
developmenLs and
all paLenL appllcaLlons flled paLenLs granLed on any developmenL
lncludlng Lhose ln forelgn counLrles whlch you concelve or make (wheLher
alone or wlLh oLhers ) whlle employed by 1PL CCMAn? or wlLhln Lwo (2) years of Lhe
end of your employmenL (lf concelved as a resulL of your LmploymenL)
33 ?ou acknowledge exlsLence of 1PL CCMAn?'s presenL and fuLure producLs know
how processes sofLware producLs programs codes documenLaLlon and flowcharLs ln
any form and agree Lo ablde by Lhe procedures of Lhe CopyrlghL Law ln force ln lndla
and forelgn counLrles whlch prohlblLs Lhe reproducLlon of such proLecLed works ln whole
or ln parL or ln any form or by any oLher means wlLhouL Lhe prlor wrlLLen permlsslon of 1PL
CCMAn?
34 ?ou wlll asslgn Lo 1PL CCMAn? your enLlre rlghL LlLle and lnLeresL ln any lnvenLlon
or lmprovemenL LhaL you mlghL make solely or [olnLly wlLh oLhers durlng Lhe course of your
employmenL wlLh 1PL CCMAn? relaLlng Lo any and all producLs / servlces / sofLware /
sofLware Lools markeLed or manufacLured or developed and LhaL you wlll perform any
acLs and execuLe such documenLs wlLhouL expenses Lo you whlch ln Lhe [udgmenLs of 1PL
CCMAn? or lLs aLLorneys may be needful or deslrable Lo secure Lo Lhe company paLenL
proLecLlon and any / all rlghLs relaLlng Lo such lnvenLlon or lmprovemenL
4 nCnSCLlCl1A1lCn / nCnCCML1L / nCnulvL8SlCn
41 uurlng Lhe Lerm of Lhls LmploymenL AgreemenL and for a perlod of Lwo (2) years
subsequenL Lo Lhe LermlnaLlon of Lhls AgreemenL you wlll noL wlLhouL Lhe prlor
wrlLLen consenL of 1PL CCMAn? dlrecLly lndlrecLly or Lhrough any oLher parLy sollclL
buslness from or perform servlces for any dlrecL or lndlrecL 1PL CCMAn? cusLomer or any
prospecLlve 1PL CCMAn? cusLomer whom you had any conLacL wlLh or exposure Lo aL
any Llme durlng Lhe Lerm of Lhls LmploymenL AgreemenL
42 uurlng Lhe Lerm of Lhls LmploymenL AgreemenL and for a perlod of Lwo (2) years
subsequenL Lo Lhe LermlnaLlon of Lhls AgreemenL you wlll noLwlLhouL Lhe prlor
wrlLLen consenL of 1PL CCMAn? seek engagemenL or employmenL elLher fullLlme or
conLracLually wlLh any organlzaLlon LhaL ls llkely Lo deploy you on pro[ecL / asslgnmenL ln
Cffshore or CnslLe cllenL engagemenL where 1PL CCMAn? ls already worklng for Lhe
same cllenL and where you have been engaged ln a pro[ecL wlLh Lhe cllenL organlzaLlon
for a perlod exceedlng one
monLh 1hls clause does noL apply lf a perlod of one year has already exceeded from Lhe lasL
daLe of worklng wlLh Lhe speclflc cllenL
43 uurlng Lhe Lerm of Lhls LmploymenL AgreemenL and for a perlod of Lwo (2) years
subsequenL Lo Lhe LermlnaLlon of Lhls AgreemenL you wlll noL wlLhouL Lhe prlor
wrlLLen consenL of 1PL CCMAn? dlrecLly lndlrecLly or Lhrough any oLher parLy sollclL
offer Lo or accepL Lhe employmenL of persons who are Lhen or were durlng Lhe prevlous
slx (6) monLhs employees of 1PL CCMAn? or any 1PL CCMAn? subsldlary / assoclaLe /
afflllaLe
3 SLClALlZLu 18AlnlnC knCWLLuCL ACCulSl1lCn
31 lf you have Lo undergo any speclallzed Lralnlng ln 1PL CCMAn? or arranged by 1PL
CCMAn? you wlll have Lo underLake a Lralnlng agreemenL Lo serve 1PL CCMAn? for a
mlnlmum perlod of one year from Lhe daLe of undergolng Lhe speclallzed Lralnlng
LlquldaLed damages ln case of breach of agreemenL ln Lhls regard would be 8s 100000/
(8upees Cne Lac only) uurlng Lhls Lralnlng perlod lf your performance ls found Lo be
unsaLlsfacLory Lhe company reserves Lhe rlghL Lo LermlnaLe you from Lhls employmenL
32 Cn depuLaLlon Lo a cllenL slLe for knowledge AcqulslLlon and subsequenL knowledge
1ransfer on a cllenL's appllcaLlon elLher for developmenL enhancemenL malnLenance
or supporL you wlll be undersLood Lo have gaLhered lnLellecLual properLy on behalf of 1PL
CCMAn? whlle on such depuLaLlon As a consequence you shall commlL Lo servlng 1PL
CCMAn? for a mlnlmum perlod of slx monLhs from Lhe daLe of reLurn Lo lndla from Lhe
CnslLe engagemenL 1hls clause does noL apply ln Lhe evenL LhaL you are Lransferred wlLhln
1PL CCMAn? Lo anoLher cllenL engagemenL where Lhe value of Lhe lnlLlal knowledge
acqulslLlon has dlmlnlshed and Lherefore does noL consLlLuLe knowledge
aLLrlLlon
6 CCnlluLn1lALl1?
61 ln connecLlon wlLh your provldlng cerLaln producLs and/or servlces Lo 1PL CCMAn?
and/or on behalf of 1PL CCMAn? you wlll have access Lo lnformaLlon concernlng 1PL
CCMAn? and 1PL CCMAn?'s cllenLs As a condlLlon Lo your belng glven access Lo
such lnformaLlon you agree Lo LreaL any lnformaLlon concernlng 1PL CCMAn? and/or 1PL
CCMAn?'s cllenLs (wheLher prepared by 1PL CCMAn? lLs advlsors or oLherwlse)
whlch ls furnlshed Lo you by or on behalf of 1PL CCMAn? and/or 1PL CCMAn?'s
cllenLs (hereln collecLlvely referred Lo as Lhe ConfldenLlal lnformaLlon) ln accordance wlLh
Lhe provlslons of Lhls leLLer and Lo Lake or absLaln from Laklng cerLaln oLher acLlons hereln
seL forLh 1he Lerm ConfldenLlal lnformaLlon does noL lnclude lnformaLlon whlch
(l) ls already ln your possesslon or
(ll) becomes generally avallable Lo Lhe publlc oLher Lhan as a resulL of a dlsclosure by
you or
(lll) becomes avallable Lo you on a nonconfldenLlal basls from a source oLher Lhan
1PL CCMAn? and/or 1PL CCMAn?'s cllenLs
1he confldenLlal lnformaLlon shall be solely used for Lhe purpose of and on behalf of 1PL
CCMAn? and you furLher agree LhaL dlsclosure of Lhe same shall be wlLh prlor permlsslon
of 1PL CCMAn?
62 ?ou agree Lo prompLly redellver Lo 1PL CCMAn? upon requesL all
ConfldenLlal lnformaLlon lncludlng all lnLellecLual properLy rlghLs wheLher reglsLered or
unreglsLered on any Langlble medla and LhaL you wlll noL reLaln any coples exLracLs or oLher
reproducLlons ln whole or ln parL of such maLerlal ?ou furLher agree LhaL breach of Lhls
confldenLlallLy leLLer agreemenL could cause lrreparable harm Lo 1PL CCMAn? and LhaL
1PL CCMAn? shall be enLlLled Lo any and all ln[uncLlve rellef as well as moneLary
damages lncludlng reasonable aLLorney fees for such breach
7 A88l18A1lCn
71 All dlspuLes or dlfference whaL so ever arlslng beLween Lhe parLles ouL of or relaLed
Lo Lhls conLracL or Lhe consLrucLlon or meanlng and operaLlon or effecL of Lhls conLracL or
Lhe breach Lhereof shall be seLLled by arblLraLlon ln accordance wlLh rules of arblLraLlon of
Lhe lndlan MerchanL Chambers and award made ln pursuanL Lhereof shall be blndlng on Lhe
parLles
72 ?ou or 1PL CCMAn? may demand arblLraLlon by glvlng a wrlLLen noLlce Lo Lhe
oLher parLy sLaLlng Lhe naLure of Lhe conLroversy
8 CCvL8nlnC LAW
1he valldlLy consLrucLlon lnLerpreLaLlon and performance of Lhls ConLracL wlll be governed
by lndlan Laws and ad[udlcaLed upon by a compeLenL CourL ln Mumbal
9 8LMLulLS
91 noLwlLhsLandlng paragraph (ArblLraLlon clause) you agree LhaL your fallure or
neglecL Lo perform keep or observe any Lerm provlslon condlLlon covenanL warranLy or
represenLaLlon conLalned ln Lhls ConLracL Lhe confldenLlallLy ConLracL or any oLher
agreemenL beLween you and 1PL CCMAn? wlll cause 1PL CCMAn? lmmedlaLe and
lrreparable harm and LhaL 1PL CCMAn? ls ln addlLlon Lo all oLher remedles avallable Lo
lL enLlLled Lo lmmedlaLe ln[uncLlve and equlLable rellef from a courL havlng [urlsdlcLlon Lo
prevenL any breach and Lo secure Lhe enforcemenL of lLs rlghLs hereunder
92 8emedles for damages procurlng prlor Lo 1PL CCMAn?s knowledge of breach or
unLll acLlon ln breach ends and relaLed ln any way Lo Lhe effecLs of Lhe breach shall lnclude
buL noL be llmlLed Lo moneLary damage llquldaLed damage aLLorney's fees and oLher cause
relaLed Lo Lhe acLlon
10 C1PL8S
101 ?ou wlll also be covered by Lhe Company's Medlclalm and AccldenL
lnsurance ollcy
102 Lmployees who recelve 8elocaLlon AsslsLance !olnlng 8onus 8eLenLlon 8onus and
/ or noLlce erlod 8uyouL AsslsLance (as appllcable) from 1PL CCMAn? shall be sub[ecL Lo
Lhe below clause
ln Lhe evenL of a volunLary reslgnaLlon of Lhe employee wlLhln slx monLhs of
recelvlng Lhe above menLloned 8onuses / AsslsLance Lhe employee wlll be
responslble for full repaymenL of Lhe 8onus / AsslsLance recelved ln Lhe
evenL of reslgnaLlon by Lhe employee beLween slx Lo Lwelve monLhs of
recelvlng Lhe above menLloned 8onuses / AsslsLance 30 of Lhe 8onus /
AsslsLance recelved wlll need Lo be pald back by Lhe employee
103 1hls appolnLmenL ls belng made ln good falLh on Lhe basls of your Cv and oLher
lnformaLlon provlded by you durlng Lhe course of 1PL CCMAn? and your muLual
dlscusslons Any daLa whlch ls noL ln consonance wlLh Lhe lnformaLlon provlded by you
shall resulL ln LermlnaLlon of employmenL forLhwlLh and you shall lndemnlfy 1PL CCMAn?
ln full for any losses suffered by 1PL CCMAn? 1PL CCMAn? reserves Lhe rlghL Lo make
sulLable formal / lnformal checks wlLh your educaLlonal lnsLlLuLlons and prevlous
employers as may be appllcable ?ou are requesLed Lo produce all Lhe documenLs as
menLloned ln Lhe checkllsL aLLached on your daLe of [olnlng
104 ?ou shall noL accepL any presenLs commlsslons or any klnd of graLlflcaLlon ln cash or
klnd from any person parLy flrm or company havlng deallngs wlLh 1PL CCMAn? group of
lf any companles and lf you are offered you wlll reporL Lhe same lmmedlaLely Lo 1PL
CCMAn?
103 Cn maLLers noL speclflcally covered ln Lhls LmploymenL ConLracL you shall be
governed by 1PL CCMAn?s servlce rules pracLlces eLc whlch are llable for
modlflcaLlons addlLlons LoLal or parLlal wlLhdrawal suspenslon / revocaLlon eLc from
Llme Lo Llme 1PL CCMAn?s declslon on all such maLLers shall be flnal and blndlng on you
11 SLvL8A8lLl1?
lf any clause ln Lhls agreemenL ls held lnvalld lllegal or unenforceable for any reason LhaL
provlslon shall be severed and Lhe remalnder of Lhe provlslons of Lhls agreemenL wlll
conLlnue ln full force and effecL as lf Lhls agreemenL had been execuLed wlLhouL such lnvalld
provlslon














GENERAL SERVICE CONDITIONS
18eference Check
Company conducLs Lhe followlng reference checks of Lhe employees [olnlng Lhe
organlzaLlon
O re LmploymenL 8eference Check
O CharacLer verlflcaLlon Check
11 reLmp|oyment keference Check
Lmployees [olnlng Lhe organlzaLlon shall provlde Lwo references of whlch one should
be from Lhe former employer
Company ConducLs a formal reference check and sollclLs lnformaLlon on Lhe
employee's lnLegrlLy Work erformance ConducL Work 8ehavlor and Lhe pasL
employmenL deLalls llke salary deslgnaLlon and duraLlon of employmenL eLc
1hls reLmploymenL 8eference Check ls carrled ouL for all Lhe employees [olnlng SynLel
12 Subm|ss|on of photocopy of assports
An employee on [olnlng Company has Lo submlL Lhe phoLocopy of Lhe assporL 1he
CovernmenL lssues passporL afLer a deLalled verlflcaLlon done by Lhe local pollce on Lhe
followlng
O Crlmlnal record
O roof of resldence
O uaLe of 8lrLh
O AnLecedenLs Check
O WheLher a assporL has been lssued earller or noL
Lmployees who do noL possess a passporL are advlsed Lo apply for one and needs Lo glve an
underLaklng ln Lhe passporL declaraLlon form LhaL Lhey would submlL Lhe passporL wlLhln
Lhree monLhs' Llme 1he company relmburses Lhe expenses Lowards assporL appllcaLlon
13 Character Ver|f|cat|on Check
CharacLer verlflcaLlon check ls carrled ouL for Lhe employees who do noL possess a passporL
aL Lhe Llme of [olnlng SynLel
Company conducLs a formal CharacLer verlflcaLlon check wlLh Lhe references glven by Lhe
employee 1he deLalls soughL are lncldence of Crlmlnal acLlvlLles resldence lnLegrlLy
ConducL CharacLer and oLher deLalls llke Lhe capaclLy ln whlch he/she knows Lhe
employee for how long he knows Lhe employee eLc
lf Lhere are any relaLlves / acqualnLances of Lhe employee worklng ln Company an oplnlon
and feedback on Lhe employee ls soughL for
2 !olnlng lormallLles
1he employee on [olnlng Company should submlL Lhe followlng documenLs Lo Lhe P8
deparLmenL
O Company !olnlng form
O 6 coples of laLesL passporL slze phoLograph
O hoLocoples of all Lhe educaLlonal cerLlflcaLes and mark sheeLs(1o be verlfled wlLh
Crlglnal cerLlflcaLes and mark sheeLs)
O hoLocoples of proof of daLe of blrLh le blrLh cerLlflcaLe or schoolleavlng cerLlflcaLe
(1o be verlfled wlLh Crlglnal cerLlflcaLes)
O 8ellevlng leLLer and Servlce cerLlflcaLe from Lhe lasL employer (lf appllcable)
O LasL salary sllp from lasL employer (lf appllcable)
O hoLocopy of passporL
O uuly fllled lClCl / PulC 8ank AccounL form
O ermanenL AccounL number (An no) for lncome 1ax purposes (lf appllcable)
O Servlce/1ralnlng agreemenL and leLLer of guaranLee (lf appllcable)
O uuly fllled declaraLlon form Lo cover Lhe famlly members for medlcal lnsurance
O hoLocopy of passporL
O uuly fllled lncome 1ax declaraLlon form (lorm no60)
O ermanenL AccounL number (An no) for lncome 1ax purposes (lf appllcable)
O CerLlflcaLe of lncome from Lhe lasL employerlorm 16 ( lf appllcable)
O Servlce/1ralnlng agreemenL and leLLer of guaranLee (lf appllcable)
P8 ueparLmenL shall provlde Lhe employee wlLh Lhe Lmployee number on Lhe day of
[olnlng 1hls number has Lo be quoLed for all fuLure references and correspondence wlLhln
Lhe company
3CraLulLy
O CraLulLy shall be payable Lo an employee as per Lhe rules and regulaLlons of Lhe
aymenL of CraLulLy AcL 1972 1hls shall be payable on Lhe LermlnaLlonreLlremenL
of Lhe employmenL wlLh SynLel Croup of companles 1hls payouL shall noL be
appllcable aL Lhe Llme of lnLercompany Lransfers
O CraLulLy may be wholly or parLlally forfelLed lf Lhe LermlnaLlon ls due Lo
employees' rloLous or dlsorderly conducL or LhefL or any oLher acL of vlolence or any
offence lncludlng moral LurplLude
4 SecurlLy
1he CovernmenL of lndla has recognlzed Lhe Company as an LxporL CrlenLed unlL LhaL
generaLes valuable lorelgn Lxchange for Lhe counLry 1he Company ls sub[ecL Lo exLremely
sLrlngenL securlLy measures nonadherence Lo whlch lncludes lmprlsonmenL
6 1he company ldenLlLy Card
All employees are provlded wlLh 1he company ldenLlLy Card on Lhe day of !olnlng 1hls card has Lo
be dlsplayed by Lhe employee aL all Llmes durlng Lhe offlce hours 1he company ldenLlLy card acLs
as a SMA81 card whlch ls used Lo galn enLry lnLo 1he company offlces and Lo mark Lhe aLLendance
Lmployees have Lo glve an underLaklng LhaL Lhey wlll noL mlsuse Lhls card and would surrender
Lhe card Lo Lhe approprlaLe auLhorlLles on cessaLlon of employmenL vlolaLlon Lo Lhls amounLs
Lo MlsconducL and Lhe company ls llable Lo Lake sulLable acLlon
1he loss / damage Lo Lhe 1he company ldenLlLy card should be lnLlmaLed Lo Lhe P8 deparLmenL
lmmedlaLely
6Worklng hours
830 am Lo 300 pm wlLh a 30 mlnuLes lunch break any Llme beLween 1200 noon and 200
pm for Mumbal and une (rlde 1he company LLd lcon laza)
900 am Lo 330 pm wlLh a 30 mlnuLes lunch break any Llme beLween 1230 noon and 200
pm for Chennal une (1alawade)
llve days a week (from Mondaylrlday)
Lmployees worklng beyond 1000 pm should geL Lhe mall approval from uellvery
ulrecLor/uellvery Manager/ro[ecL Manager and should also lnLlmaLe Lhe LocaLlon Admln
ueparLmenL
1he company reserves Lhe rlghL Lo change Lhe above 1he worklng hours may vary from Llme Lo
Llme
7ALLendance rocess
Lmployees are expecLed Lo flash Lhe Swlpe card every Llme one enLers ln or goes ouL of Lhe
offlce 1he sysLem counLs Lhe LoLal number of hours puL ln by an employee as Lhe hours
spenL lnslde Lhe offlce (any unlL of 1he company) lf Lhls Llme ls less Lhan 8 hours a day Lhen
an employee needs Lo regularlze Lhe aLLendance uslng lnLraneL
P8 wlll process aLLendance reporLs on Lhe 20
Lh
of every monLh for Lhe purpose of payroll
1he aLLendance cycle ls beLween 1sL of precedlng monLh Lo lasL day of preceedlng monLh
Pence leaves Laken durlng LhaL perlod should be regularlzed Lhrough lnLraneL lf leave ls noL
regularlzed before Lhe salary process such absence wlll be LreaLed as Leave WlLhouL ay
and salary would be deducLed
ln case of one belng ouL of offlce for Lhe day or parL of Lhe day on offlclal work/Lralnlng
aLLendance needs Lo be regularlzed Lhrough lnLraneL 1hls wlll help Lo regularlze Lhe
aLLendance records ln Llme












!OLICY ON LEAVES
41 CLIC CN LLAVL
1 Scope
1he leave pollcy ls appllcable Lo all Lhe company l1 Cffshore employees
2Def|n|t|ons
?ear ?ear for Leave calculaLlon ls based on Calendar ?ear (!anuary Lo
uecember)
roraLa 8asls Leave on roraLa basls ls calculaLed as LoLal leave enLlLled dlvlded
by Lhe number of monLhs worked durlng LhaL calendar year sub[ecL Lo uaLe of
!olnlng
3Coverage
All employees are ellglble for Lhe followlng caLegorles of leave
O Comprehenslve Larned Leave (CLL)
O MaLernlLy Leave (ML)

Comprehenslve Larned Leave would lnclude all klnds of leave lncludlng
rlvllege Leave Casual Leave and Slck Leave
4ku|es

Leave cannoL be clalmed as a maLLer of rlghL and declslon Lo sancLlon or
refuse Lhe leave resLs solely wlLh Lhe managemenL
SL||g|b|||ty Ut|||zat|on L|m|ts for the Ca|endar ear 2011
LllglblllLy llmlL ln years

ollcy conflrmed robaLloners 1ralnees Approval by
(for a
year)
(for a year) (for a
year)
Comprehenslve
Larned Leave
33 33 33 8eporLlng
Manager
MaLernlLy
Leave
84 84 84 8eporLlng
Manager


uLlllzaLlon llmlL (ln
days)
ollcy
Conflrmed robaLloners 1ralnees Approval by
(for a year) (for 6
monLhs)
(for 1
sL

year)
Comprehenslve
Larned Leave
Avallable
8alance
3 3 8eporLlng
Manager
MaLernlLy Leave 84 84 84 8eporLlng
Manager
(ln days)
6 1erms Cond|t|ons
61 Comprehens|ve Larned Leave (CLL)

O AccumulaLed CLL from Lhe precedlng calendar year can be carrled
forward
Lo Lhe nexL calendar year sub[ecL Lo encashmenL of CLL over and above
43
days
O Lmployee who [olns on or before 13Lh of Lhe monLh shall geL 273
CLLs for LhaL parLlcular monLh
O Lmployee who [olns on or afLer 16Lh of Lhe monLh shall geL 123 CLL for
LhaL parLlcular monLh and 273 CLLs from Lhe followlng monLh
ln addlLlon Lo Lhe monLhly accrual employees shall accrue 03 days of
CLL aL Lhe end of every quarLer (le 2 addlLlonal days of CLL accrual ln a
year) CLL can be Laken any number of Llmes durlng Lhe year
O LncashmenL of CLL ls on baslc salary prevalllng aL Lhe Llme
of encashmenL
O CLL encashmenL ls made Lhrough salary based on CLL 8alance as on 31sL
uecember of Lhe year ln Lhe followlng monLh
O CLL shall lnclude all lnLervenlng pald hollday / weekly off (lor lnsLance lf
an employee avalllng CLL from lrlday Lo Monday Lhen SaLurday Sunday
shall also be LreaLed as CLL)
O CLL cannoL be clubbed wlLh ML
O Any Leave avalled once Lhe CLL 8alance explres and whlch ls noL
Approved as an excepLlon shall resulL ln Loss of ay
62 Matern|ty Leave (ML)

O Lmployees should have worked for aL leasL 84 days Lo be enLlLled for
ML
O ML ls glven only for Lhe flrsL 2 dellverles
O ML can be avalled only 6 weeks prlor Lo Lhe expecLed daLe of dellvery
63 Leave Wh||e Cn Not|ce er|od

Lmployees are noL allowed Lo avall leave whlle servlng noLlce erlod Powever
on exlgencles relaLlng Lo Slckness an employee can avall leave wlLh
approprlaLe approval from Lhe 8eporLlng Manager ln Lhls regard Lhe duraLlon
of noLlce perlod wlll be exLended Lo such days of Leave Laken

64 Cthers

ln case of Lhe CLLs belng fully exhausLed afLer avalllng CLLs agalnsL any lllness
and lf Lhe lllness / ln[ury demands / has demanded addlLlonal days of
absence from work Lhls shall be consldered as an exLreme scenarlo Cnly
Lhe addlLlonal days of absence along wlLh proper medlcal documenLs
quallfles Lo be consldered for Slck Leave as per Lhe sole dlscreLlon of Lhe
managemenL
key polnLs Lo noLe are as under
O Lmployees should lnLlmaLe Lhelr 8eporLlng Manager abouL Lhe
lnablllLy Lo reporL Lo work due Lo lllness/ln[ury and apply for CLLs on
Lhe SynLraneL Module agalnsL Lhe avallable balance wlLhln 3 days of
resumlng duLy
O Lmployees cannoL apply for Slck Leave wlLhouL avalllng and
exhausLlng Lhe CLL 8alance compleLely Cnly Lhe addlLlonal days of
absence along wlLh proper medlcal documenLs quallfles Lo be
consldered for Slck Leave as per Lhe sole dlscreLlon of Lhe
managemenL
O lor Lhe addlLlonal days requlred over and above Lhe fully exhausLed
CLLs employees should flrsL geL Lhe approval of Lhelr 8eporLlng
Manager verLlcal P8M Company uocLor and 8u Pead / Clobal P8 Pead
O Lmployees should Lhen SubmlL Lhe necessary medlcal documenLs Lo
LocaLlon P8 Shared Servlces 1eam
O lf all Lhe above requlslLe Approvals are noL obLalned
compleLelyalong wlLh Lhe necessary medlcal documenLs Lo supporL
Lhe clalm Lhe applled Slck Leave wlll sLand cancelled and Loss of ay wlll
be appllcable for Lhe addlLlonal days of absence
noLe lnablllLy Lo obLaln all Lhe requlslLe approvals and Lo produce Lhe
necessary medlcal documenLs Lo supporL Lhe clalm shall resulL ln
cancellaLlon of Lhe Slck Leave 8equesL and Loss of ay (as appllcable for Lhe
addlLlonal unapproved days of absence)
key po|nts as an Lmp|oyee

Approval from Lhe approprlaLe manager lf any absence ls noL regularlzed wlLhln 3 days of
resumlng duLy lL would be consldered as leave wlLhouL pay and salary wlll be deducLed
accordlngly
42CLIC CN LLAVL 1kAVLL ALLCWANCL

1 Introduct|on

Leave 1ravel Allowance (L1A) ls one of Lhe Lax savlng componenLs of an
lndlvlduals salary sLrucLure under some speclal condlLlons Lhe L1A ls
consldered Lo be a nonLaxable lncome
As per SecLlon 10(3) lncome 1ax AcL 1961 Lhe L1A exempLlon ls admlsslble on
Lhe value of L1A recelved by or due Lo an employee from hls employer for
hlmself and hls famlly ln connecLlon wlLh hls proceedlng on leave Lo any place
ln lndla
2 Scope

1hls pollcy ls appllcable Lo all 1he company l1 kC Cffshore employees
3 L||g|b|||ty

O Lmployees musL have compleLed Cne year of servlce and should be Conflrmed on Lhe
rolls of Lhe company aL Lhe Llme of clalmlng L1A
O Lmployees musL avall 3 conLlnuous days of Comprehenslve Larned
Leave (CLL) duly sancLloned by Lhe 8eporLlng Manager
O lor employees who are separaLed from Lhe servlces of Lhe company
wlLhln 1 year of !olnlng or before hls / her employmenL ConflrmaLlon
Lhe accrued L1A amounL wlll be pald ln Lhe lull llnal SeLLlemenL as a
Laxable componenL

4 C|a|m rocess

O Lmployee shall clalm L1A uslng Lhe eopleSofL llnance Lxpense Module
O Lmployee should submlL Lhe !ourney roof / uocumenLs supporLlng Lhe
1ravel Lo Lhe locaLlon llnance ueparLmenL as a scanned copy of self
cerLlfled lnvolces Crlglnals should be produced Lo Lhe llnance 1eam for
verlflcaLlon purposes and reLalned for 1ax purposes
O AfLer Lhe verlflcaLlon of Lhe employee ellglblllLy and enLlLlemenLs Lhe
llnance 1eam shall process Lhe clalm for paymenLs
S Cond|t|ons ] L|m|tat|ons


O Lmployees wlll be permlLLed Lo clalm a maxlmum of one clalm per
flnanclal year elLher as '1axable' or 'non1axable'
O Lmployees wlll be permlLLed Lo clalm a Maxlmum of Lwo 'non1axable'
clalms ln a block of 4 calendar years (currenL runnlng L1A calendar year
block ls from 2011 2013)
O Lmployee should have 3 conLlnuous days of Approved CLL for maklng a
non1axable L1A Clalm
O Lmployee shall noL be requlred Lo avall CLL for maklng a 1axable L1A
Clalm
O Lmployee should clalm L1A wlLhln 6 monLhs from Lhe uaLe of 1ravel
O 1ax LreaLmenL of L1A Clalms wlll reflecL ln Lhe lorm 16 of Lhe flnanclal
year ln whose payroll monLh Lhe Clalm ls processed and pald ouL
O 1he maxlmum accumulaLlon of L1A permlsslble Lo be carrled over aL
Lhe end of each calendar year ls ln8 73000 1hls ls only appllcable
sLarLlng uecember 2011 Any excess L1A accumulaLlon amounL (over and
above ln8 73000/) shall be relmbursed as a Laxable componenL along
wlLh Lhe nexL year's !anuary payroll
O Any Lax llablllLles arlslng ouL of L1A shall be borne by Lhe employee only
6 ku|es

An employee recelves Leave 1ravel Allowance (wheLher clLlzen of lndla or noL)
for hlmself/herself and hls/her famlly** ln connecLlon wlLh hls/her
proceedlng on leave Lo any place ln lndla ls exempLed from Lax sub[ecL Lo
followlng condlLlons
O 1he Lax exempLlon wlll be llmlLed Lo Lhe amounL of fare expenses
acLually lncurred by Lhe employee for Lhe purpose of such Lravel or as
speclfled ln Lhe appolnLmenL leLLer / salary revlslon leLLer whlchever
ls mlnlmum
O 1he exempLlon ls allowed on Lwo [ourneys performed ln a block of
four calendar years 1he block of four year ls Laken on Lhe basls of
Calendar year
O lamlly" ln relaLlon Lo an lndlvldual means
1he spouse and chlldren of Lhe lndlvldual 1he parenLs broLhers and slsLers of lndlvldual
who are wholly or malnly dependenL on Lhe lndlvldual lL may be noLed LhaL Lhe
exempLlon ls resLrlcLed Lo only 2 chlldren of an lndlvldual Powever Lhls resLrlcLlon
wlll noL apply ln respecL of chlldren born before CcLober 011998 and also ln case of
mulLlple blrLhs afLer one chlld
1rave||ng Modes for C|a|m|ng L1A
1rave| by A|r

1ravel fare amounL noL exceedlng economy alrfare of a naLlonal Alr Carrler
by shorLesL rouLe wlll be exempLed lease noLe LhaL Lhe alr LlckeL and
boardlng pass are Lhe valld proof of Lravel

1rave| by ka||

1ravel fare amounL noL exceedlng AC llrsL Class rall fare by shorLesL rouLe Lo
place of desLlnaLlon wlll be exempLed lease noLe LhaL Lhe copy of rall
LlckeL ls Lhe valld proof of Lravel
1rave| by koad

Where place of orlgln of [ourney and desLlnaLlon or parL Lhereof are
noL connecLed by rall or alr and [ourney ls performed by any oLher LransporL
Lhen

(l) lf a recognlzed publlc LransporL sysLem exlsLs beLween such places Lhe
flrsL class or deluxe class fare of such LransporL by shorLesL rouLe or
(ll) lf ln oLher case llrsL Class AC rall fare for Lhe dlsLance of Lhe [ourney by
Lhe shorLesL rouLe as lf Lhe [ourney has been performed by 8all
Where places of orlgln and desLlnaLlon are connecLed by 8all buL Lhe [ourney
ls performed by any oLher mode Lhen llrsL class AC rall fare by shorLesL rouLe Lo
Lhe place of desLlnaLlon wlll be consldered
lncase of prlvaLe LransporL arrangemenL Lhe followlng proofs should
be submlLLed
O roof of acLual spendlng should be aLLached Lg copy of LlckeL /cab
blll eLc
O Scanned lmage or screen prlnL of Lhe lndlan 8allways webslLe
deplcLlng Lhe rall fares beLween Lhe Lwo polnLs
Mode of ayment

O Approved L1A clalms wlll be pald along wlLh Lhe salary
O Lmployee needs Lo aLLach Lhe scanned coples of Lhe supporLlng proof / documenLs along
wlLh Lhe L1A appllcaLlon ln Lhe eopleSofL llnance sysLem
O 1he orlglnals need Lo be produced Lo Lhe local llnance ueparLmenL for verlflcaLlon (lf
requlred) laLesL by 13Lh of a monLh for Lhe paymenL Lo be made ln LhaL monLh
O Accrued L1A amounL for Lhe compleLed monLhs of servlce wlll be payable Lo employees
(who are separaLed from Lhe servlces of Lhe company) as a Laxable componenL as parL of
llS
O Lmployee wlll noL accrue L1A whlle on Leave WlLhouL ay

43 CCMLNSA1Ck LLAVL CLIC

1 Compensatory |eave

CompensaLory leave ls pald Llme off for all l1 offshore employees havlng worked addlLlonal
hours ln a workweek havlng worked for conLlnuous 8 hours on a lndlvldual Week Pollday (for eg
SaLurday/Sunday) 8 hours on a Scheduled Pollday as per Lhe company Pollday LlsL 16 hours on a
weekday

2 Method of ava|||ng compensatory |eave

An employee musL have hls/her respecLlve ro[ecL Manager's approval before avalllng
compensaLory leave

3 In advance

CompensaLory leave should be auLhorlzed before Lhe employee works on a hollday Lhose resulLs
ln compensaLory leave Powever lf emergency condlLlons exlsL whlch make lL lmposslble Lo
auLhorlze compensaLory leave before lL ls earned auLhorlzaLlon should be prepared
wlLhln 2 worklng days LhereafLer

4 ku|es
A maxlmum of 3 compensaLory leaves can be avalled ln one work week CompensaLory Leave
cannoL be clubbed wlLh any Lype of leave
eg CLL/ML

O CompensaLory Leave cannoL be avalled for less Lhan 8 hours of conLlnuous work on a
hollday

O CompensaLory Leave should be regularlzed Lhrough Lhe Leave ManagemenL AppllcaLlon on
Lhe SynLraneL
O CompensaLory Leave wlll lapse lf noL avalled for ln one calendar year(!an
uec)
lL ls mandaLory Lo flash Lhe access card Lo reglsLer ln Llme" and CuL 1lme" when employee
works on a hollday LhaL resulLs ln compensaLory leave
Compensatory Leave cannot be en-cashed under any circumstances





















DRESS CODE & WOR CULTURE
1he work culLure ln a kC ls much more serlous Lhan a 8C Many a Llmes forelgn
delegaLlons are vlslLlng and lL ls lmporLanL Lo look professlonal lL wlll be a sulL and Lle
culLure and you canL Lurn up ln offlce ln [eans Lhe way you can ln a 8C [ob
Also Lhe work aLmosphere ls more professlonal because adherlng Lo deadllnes ls very
lmporLanL when caLerlng Lo lnLernaLlonal cllenLs uue Lo Lhe dlfference ln Llme zones a
small change ln Lhe schedule may cause a deadllne Lo [ump by a conslderable Llme
DkLSS CCDL LkSCNAL GkCCMING
referred dress code durlng Monday 1hursday
1 lor CenLlemen lormal buslness shlrL Lrousers
2 lor Ladles Sarl Salwar kameez or formal WesLern dress
3 Cn lrlday feel free Lo be lnformally dressed unless declared oLherwlse
4 ?ou may be requlred Lo wear a Lle and/or [ackeL and /or 8uslness SulL aL Lhe Llme of
formal presenLaLlons cusLomer vlslLs or any oLher occaslons
3 lL ls beLLer Lo
6 Wear cloLhes LhaL flL well and make you feel comforLable
7 Wear cloLhes LhaL are wellcoordlnaLed and are wellpressed lor CenLlemen lL ls beLLer
Lo
8 Wear socks LhaL blend wlLh your Lhe shoes Wear socks LhaL cover Lhe calf
9 lor Ladles lL ls beLLer Lo
wear llghL makeup
10lL ls beLLer Lo avold
Loud flashy cloLhes
11CloLhes LhaL are solled or ln need have repalr
12Shoes LhaL are noL shlned or LhaL have rundown heels lor CenLlemen lL ls beLLer Lo
13Avold chapels 1shlrLs wlLh offendlng sLaLemenLs lor Ladles lL ls beLLer Lo avold Large
[angly [ewelry
Palr nalls and lragrances
14Slmple clean and wellcuL halr glves you a professlonal look lL ls beLLer Lo avold halr oll
wlLh sLrong odour uslng halr oll ln approprlaLe quanLlLy adds Lo your personal groomlng
13Clean Lrlmmed nalls look nlce uslng hand loLlon for rough chapped hands helps ln
maklng a good lmpresslon when shaklng hands
16erfumes and deodoranLs help Lo prevenL body odour




LIST OF MISCONDUCTS AT THE
COM!ANY

1he followlng are classlfled as MlsconducLs" Lmployee lndulglng ln any one of Lhese
acLs menLloned below may lead Lo acLlons llke warnlng lf Lhe acLlons are found Lo be
ma[or mlsconducL lL may even lead Lo LermlnaLlon of servlces wlLhouL any noLlce
1 Smoklng wlLhln Lhe premlses of Lhe esLabllshmenL
2 1hefL fraud or dlshonesLy ln connecLlon wlLh Lhe buslness or properLy of Lhe company or
properLy of anoLher person wlLhln Lhe premlses of Lhe company
3 1aklng or glvlng brlbes or any lllegal graLlflcaLlon
4 lurnlshlng false lnformaLlon regardlng name age famlly deLalls quallflcaLlon or ablllLy or
prevlous servlce aL Lhe Llme of Lhe employmenL or durlng Lhe course of LmploymenL
3 AcLlng ln a manner pre[udlclal Lo Lhe lnLeresL of Lhe company
6 Wlllful ln subordlnaLlon or dlsobedlence wheLher or noL ln comblnaLlon wlLh oLhers of any
lawful and reasonable order of hls/her superlor
7 Absences wlLhouL leave or over sLaylng Lhe sancLloned leave for more Lhan four consecuLlve
days wlLhouL sufflclenL grounds or proper or saLlsfacLory grounds
8 neglecL of work
9 uamage Lo any properLy of Lhe company
10 CollecLlon wlLhouL Lhe permlsslon of Lhe compeLenL auLhorlLy of any money wlLhln Lhe
premlses of Lhe company excepL as sancLloned by any law of Lhe land for Lhe Llme belng ln force
or rules of Lhe company
11 Commlsslon of any acL whlch amounLs Lo crlmlnal offense lnvolvlng moral LurplLude
12 AbaLemenL of or any aLLempL aL abaLemenL of any acL whlch amounLs Lo mlsconducL
13 Mlsuse of any advance or noncompllance wlLh Lhe provlslon of Lhe rules for granL of any
advance
14 hyslcal or psychologlcal harm Lo any employees of Lhe company
13 CommunlcaLlon of offlclal conflrmaLlon Lhrough documenLs llLeraLure or by oLher means Lo
any person or agencles wlLhouL prlor approval from Lhe approprlaLe auLhorlLles
16 8rlnglng any ouLslde lnfluence ln respecL of maLLers perLalnlng Lo Lhe servlces ln Lhe company
17 Consumlng or worklng under lnfluence of lnLoxlcaLlng drlnks or drugs durlng Lhe course of
duLy
18 8rowslng of prohlblLed slLes ls sLrlcLly forbldden
19 ersonal use of all Lhe elecLronlc gadgeLs / faclllLles llke 1elephones Lmalls lax and lnLerneL
eLc should be resLrlcLed as much as posslble
20 Sexual ParassmenL














!ROCEDURE FOR FOLLOW U!
WITH ABSCONDING EM!LOYEES
DLIINI1ICN CI A8SCCNDING LMLCLL
An employee who has been absenL for flve worklng days or more consecuLlvely 1he followlng
acLlon ls Laken by P8
1 AC1ICN 1
lf an employee ls found noL swlplng Lhe card for more Lhan flve worklng days Lhe 8eporLlng
Manager shall lnLlmaLe Lhe P8 Shared Servlces 1eam on Lhe employee absence Lhrough mall
8ased on Lhe communlcaLlon afLer conflrmlng LhaL Lhe employee ls abscondlng Lhe P8 Shared
Servlces 1eam shall lssue Lhe llrsL AbsenLeelsm LeLLer Lo employee Lo resume duLles wlLhln 3
worklng days wlLh saLlsfacLory explanaLlon for absence

2 AC1ICN 2
AfLer 3 buslness days from Lhe daLe of lssue of Lhe llrsL AbsenLeelsm LeLLer Lhe P8 Shared
Servlces 1eam shall lssue Lhe Second AbsenLeelsm LeLLer Lo Lhe employee asklng hlm Lo show
cause for hls absence and resume duLles wlLhln flve worklng days
3 AC1ICN 3
lf Lhere ls sLlll no response from Lhe employee a 1ermlnaLlon leLLer ls lssued Lo
Lhe employee lnsLrucLlng Lhe employee Lo compleLe Lhe clearance formallLles
4 AC1ICN 4
Lmployees whose servlces are LermlnaLed shall geL Lhe employmenL cerLlflcaLe wlLh Lhe remarks
1ermlnaLed Servlces"







RECRUITMENT & SELECTION
DESIGNATIONS, BANDS & LEVELS
Des|gnat|ons 8and Leve|s
CLCClS 8Cu 810 LxecuLlve Level
ro[ecL ulrecLor 89
uellvery ulrecLor 88
AnalysL rogrammer 87 Senlor Managerlal Level
ro[ecL Manager 86
AccounL Manager 83 Managerlal level
1echnlcal WrlLer 84
uaLabase AdmlnlsLraLor 83
8uslness AnalysL 82 LnLry Level
uaLabase ArchlLecL 81

2 kCLLS AND kLSCNSI8ILI1ILS
uaLabase ArchlLecL (81)
O 1he uaLa ArchlLecL wlll provlde Lechnlcal consulLlng ln Lhe ldenLlflcaLlon of daLa
sources daLa decomposlLlon and deslgn for operaLlonal daLa sLores and daLa
warehouses Lo supporL buslness ob[ecLlves
O knowledge of daLa warehouslng deslgn prlnclples and assoclaLed daLa managemenL
and dellvery requlremenLs
O knowledge of LransacLlonal (CuS) modellng dlmenslonal modellng daLa warehouse
deslgn daLa marLs and developmenL of daLa sLrucLures ls preferred
O knowledge ln developlng and dellverlng CLA and 8CLA based buslness lnLelllgence
appllcaLlons
8uslness AnalysL (82)
O 1o galn an undersLandlng of Lhe buslness envlronmenL lL's lmpacLlng consLlLuenLs
and LranslaLes Lhe same for Lhe 1echnlcal 1eam aL SynLel
O 1o map Lhe buslness workflow deLecL and lncorporaLe cerLaln addlLlonal areas LhaL
wlll resulL ln a robusL l1 SysLems archlLecLure
O 1o ensure quallLy sLandards organlzaLlon cllenLs have been adhered Lo cusLomer
processes have been followed ln Lhe sysLems archlLecLure deslgn phase
O 1o lnLegraLe workflow sLandards ln consulLaLlon wlLh l1 1eam
O 1o comply and subscrlbe Lo boLh organlzaLlon and Lhe cllenLs speclflcaLlon wlLh
respecL Lo sysLems procedures and organlzaLlon pollcles and requlremenLs
O 1o manage CusLomer expecLaLlons effecLlvely and efflclenLly
uaLabase AdmlnlsLraLor (83)
O lnvolved ln organlzlng and managlng compuLer daLa Lo ensure lnLegrlLy and
avallablllLy
O Lnsure compuLer server envlronmenLs are funcLlonlng properly and LhaL any
developmenL or modlflcaLlons are conslsLenL wlLh Lhe organlzaLlon's compuLer
archlLecLure
O lan and lnsLall upgrades Lo daLabase managemenL sysLems Lo maxlmlze
performance of compuLer sysLems
O ueslgn and modlfy daLabases as per user requesLs and sysLem requlremenLs
1echnlcal WrlLer (84)
O Crganlze maLerlal accordlng Lo seL sLandards regardlng order clarlLy conclseness
sLyle and Lermlnology
O SLudy drawlngs speclflcaLlons and samples Lo lnLegraLe and dellneaLe Lechnology
operaLlng procedure and producLlon sequence and deLall
O 8evlew publlshed maLerlals and recommend revlslons or changes ln scope formaL
conLenL and meLhods of reproducLlon and blndlng
O lnLeracL wlLh Lechnlcal Leam Lo become famlllar wlLh producL Lechnologles and
producLlon meLhods
O LdlL sLandardlze or make changes Lo documenLs MalnLaln records and flles of work
and revlslons
AccounL Manager (83)
O Pas good undersLandlng of domaln mulLlple Lechnology frameworks execuLed
several medlum Lo large slzed pro[ecLs and handled mulLlple pro[ecLs/Leams ln
onslLe/offshore execuLlon model lncludlng conLracLs and pro[ecL speclflc servlce level
agreemenLs (aka SLAs)
O 1o esLabllsh and develop an execuLlon framework whlch flLs Lhe sLraLeglc dlrecLlon
and enables Lo meeL lLs growLh LargeLs annual / quarLerly LhaL have been pro[ecLed
for Lhe accounL ln con[uncLlon wlLh Lhe uellvery ulrecLor Sales 1eam 8u Pead
O 8esponslble for efflclenL/effecLlve pro[ecL dellvery wlLhln speclfled cosL Llmeframe
quallLy Lhru very good pro[ecL managemenL lmplemenLaLlon of oLher besL
pracLlces ln Lhe lndusLry
O 1o ldenLlfy allocaLe and manage resources requlred ln fulfllllng Lhe buslness plans ln
Lerms of dellvery cusLomer expecLaLlons
ro[ecL Manager (86)
Manage Lhe pro[ecL boLh ln Lerms of people as well as Lechnology
O 1o consulL and revlew wlLh Lhe dellvery manager Lo deLermlne pro[ecL dellverables
pro[ecL plan pro[ecL sLafflng schedullng pro[ecL Llme frame
O ldenLlflcaLlon of rlsks conLlngency plans resource avallablllLy quallLy process for
accompllshlng Lhe pro[ecL mllesLones durlng varlous phases of Lhe pro[ecL lf Lhe
pro[ecL lnvolved developmenL or ls a ma[or enhancemenL lor oLher SupporL pro[ecLs
deLermlne pro[ecL dellverables ldenLlflcaLlon of rlsks conLlngency plans resource
avallablllLy and quallLy process
O 1o monlLor pro[ecL sLaLus prepare sLaLus reporLs malnLaln LlmesheeLs pro[ecL
revlew reporL onslLe/offshore coordlnaLlon employee roLaLlon adherence Lo
quallLy processes/sLandards handle cusLomer lnLerface revlew cusLomer
saLlsfacLlon Lake slgn off from cusLomer upon pro[ecL compleLlon
O Coachlng menLorlng Leam on Lechnlcal/buslness speclflc aspecLs MoLlvaLlng Leam
members Lo conLlnuously dellver quallLy dellverables
O 1o conducL regular/perlodlc Leam meeLlngs Lo revlew pro[ecL sLaLus and pro[ecL
speclflc plans
AnalysL rogrammer (87)
Work on codlng/unlL LesLlng/sysLem LesLlng and supporL acLlvlLles
O Lnsure codlng ls ln compllance wlLh deflned seL of sLandards followed by
pro[ecL/cllenL
O Adherence Lo quallLy processes and quallLy sLandards deflned for
pro[ecL/cllenL/CrganlzaLlon
O 1o work on dally/weekly/monLhly reporLs on dlfferenL sLages of Lhe acLlvlLles/Lasks
lf leadlng any Leam
O 1o reporL acLlvlLy progress Lo lmmedlaLe reporLlng lead/reporLlng manager
O lnvolve ln requlremenL gaLherlng analysls deslgn and efforL esLlmaLlon ln
consulLaLlon wlLh reporLlng lead/reporLlng manager for Lhe asslgned area
O 1o plan and allocaLe Lasks Lo dlfferenL members of Lhe Leam lf leadlng any Leam
uellvery ulrecLor (88)
O 1o bulld up Lhe currenL cllenL accounLs/pro[ecLs lnLo speclallzed uomaln areas
leadlng Lo verLlcallzaLlon
O CoordlnaLe lnLernal and exLernal buslness and Lechnlcal resources Lo deflne pro[ecL
ob[ecLlves Lasks and dellverables for all Lhe pro[ecLs
O 1o form a verLlcal wlde sLraLegy Lo grow Lhe buslness ln each of speclallzed domaln
areas
O 8ulld sLrong cllenL relaLlonshlps and approprlaLely manage cllenL expecLaLlons
O 8esponslble for meeLlng Lhe currenL buslness plans as well as uLlllzlng resources for
meeLlng Lhe challenges of Lhe fuLure

ro[ecL ulrecLor (89)
O 1o lead a pro[ecL Leam whlch ls asslgned module/ acLlvlLy/ Lasks/ dellverables
O Work on esLlmaLes and allocaLe resources Lo a parLlcular Lask ln consulLaLlon wlLh
reporLlng lead/reporLlng manager
O 1o prepare schedule for Lracklng of Lhe Lasks ConducL regular/perlodlc Leam
meeLlngs
O 1o provlde pro[ecL speclflc plan and sLaLus updaLe
O 1o revlew work of Leam members ensure LhaL lL ls as per Lhe lald down
speclflcaLlons by pro[ecL/cllenL and meeLs Lhe deslred quallLy sLandards
O rovlde Lechnlcal knowhow supporL menLorlng coachlng Leam members on
Lechnologybuslness oLher pro[ecL speclflc aspecLs
O rovlde pro[ecL speclflc performance feedback Lo lLs Leam members
O Work on Lralnlng needs ldenLlflcaLlon for lLs Leam members
3 kLCkUI1MLN1 CnANNLLS
O employee referrals
O walklns
O AdverLlsemenLs
O Campus
O [ob falrs
O porLals
O channel parLners
4 kLCkUI1MLN1 kCCLSS
1he flnal recrulLmenL process ln kCs generally conslsLs of Lhe followlng rounds
O ApLlLude LesLs
O WrlLLen funcLlon LesL
O anel lnLervlew for checklng sub[ecL maLLer Laklng help of Sub[ecL MaLLer LxperLs
(SMLs)
O Case sLudy rounds
O 2 or 3 lnLervlew rounds
O P8 lnLervlew Lo check lf Lhe candldaLe would flL ln wlLh Lhe company's culLure
O lor some of Lhe crlLlcal and hlghend flnanclal servlces requlremenLs Lhere ls an
addlLlonal round of dlscusslon/lnLervlew wlLh Lhe cllenL Lo ascerLaln Lhe flLmenL
O lor lnbound and ouLbound volcebased [obs for lnLernaLlonal and domesLlc markeLs
recrulLers look for a good volce and arLlculaLlon of LhoughLs
UALI1ILS LCCkLD ICk IN CANDIDA1LS
O 8uslness acumen
O CommunlcaLlon skllls
O roflclency ln Lngllsh
O Managerlal and operaLlonal skllls
O SLrong analyLlcal and quanLlLaLlve skllls
O level of undersLandlng of Lhe domaln
O AdapLablllLy
O llalr for research eye for deLall
O undersLandlng of varlous secLors
O CommunlcaLlon skllls
O Leadershlp capablllLles
O Learnlng ApLlLude
O Culck declslon maklng
O AblllLy Lo handle crlLlcal slLuaLlons
O Cool 1emperamenL
O SLrong sense of dlsclpllne
O SofL skllls are as lmporLanL as domaln knowledge
O AblllLy Lo sLrucLure daLa well and galn lnslghL lnLo lL
S LLIGILI1 CkI1LkICN
O CraduaLes ln any dlsclpllne are ellglble Lo apply
O ln some cases even undergraduaLes are consldered
O Cpenlngs ln Lhe areas of 1echnlcal SupporL Puman 8esource ManagemenL
Lnglneerlng ueslgns and 8esearch CuLsourclng and llnance and AccounLlng (lA)
would requlre professlonal quallflcaLlons such as an M8A MCA CA ClA Law hu
8L/81ech
O rofesslonal quallflcaLlons sulLed for LhaL parLlcular lndusLry
O A legal kC employee would have Lo have a law degree llke a sclenLlsL would need a
posLgraduaLe degree ln Lhe fleld Lhe kC caLers Lo
O CharLered accounLanLs ClAs and M8As would probably be Lhe mosL requlred
professlonals as many flnanclal kCs are expecLed Lo seL up base here
O 8road quallflcaLlons for recrulLmenL for a beglnner ln lnsurance rocess
CraduaLes/Cs /ulploma equlvalenL Lo CraduaLes from any dlsclpllne referably
8Com CraduaLes/llnance background
O 8road quallflcaLlons for recrulLmenL for a beglnner ln 8ack end process
CraduaLe/ulplomaholder equlvalenL Lo CraduaLes from any dlsclpllne wlLh good Lyplng
skllls
O 8road quallflcaLlons for recrulLmenL for a beglnner ln volce rocess
CraduaLe/Cs/ulploma holders equlvalenL Lo CraduaLes from any dlsclpllne Lnglneers from
oLher sLreams llke Clvll AgrlculLural are also consldered
O 8road quallflcaLlons for recrulLmenL for a beglnner ln 1echnlcal Servlces
CraduaLe/Cs/ulploma holder's equlvalenL Lo CraduaLes from any dlsclpllne referable
8ask/8CA/1ech ulploma Lnglneers from malnsLream (SofLware/CompuLers) Lnglneers from
oLher sLreams llke Clvll AgrlculLural are also consldered
COM!ENSATION AND BENEFITS
ENTRY LEVEL AND MANAGERIAL LEVEL
COM!ENSATION !ACAGES

Des|gnat|ons 8and Leve|s kemunerat|on kange
CLCClS 8Cu 810 LxecuLlve Level 20 A8CvL
(based on experlence) ro[ecL ulrecLor 89
uellvery ulrecLor 88
AnalysL rogrammer 87 Senlor Managerlal Level 10LAC 20LAC
ro[ecL Manager 86
AccounL Manager 83 Managerlal level 3 LAC 8 LAC
1echnlcal WrlLer 84
uaLabase AdmlnlsLraLor 83
8uslness AnalysL 82 LnLry Level 2LAC4LAC
uaLabase ArchlLecL 81
O Depending upon the qualiIications, the package Ior the Ireshers range Irom 2 lacs p.a.
to 4 lacs.
O A team leader can earn up to Rs. 25, 000-Rs. 30,000 a month.
O %hose handling international clients are paid more than those handling domestic
markets.
O anagers and team leaders can get a pay package Irom Rs. 5 lakh to Rs. 8 lakh per
annum.
O ther incentives include perIormance-based bonuses, pick and Iacility, shopping
discounts, Iacilities such as gyms, health centres, subsidised loan schemes and health
support and insurance covers covering parents and spouse and children.
O Despite the Iact that KP do not oIIer job securities, the recruitment rate in the
segment is very high. ost oI the job proIiles are target based.
O igh recruitment rate is due to high average salary being oIIered to Iresh graduates
also.
RETENTION BONUS
O 8eLenLlon bonus ls based on salary percenLages
O nonmanagemenL employees recelve abouL 10 per cenL of Lhelr annual salarles ln
bonuses
O ManagemenL and Loplevel supervlsors earn an addlLlonal 30 per cenL of Lhelr annual
salarles
O 8onuses range from 23 per cenL Lo 30 per cenL of annual salary dependlng on
poslLlon Lenure and oLher facLors
O Lmployees are chosen for reLenLlon bonuses based on Lhelr conLrlbuLlons Lo
managemenL and Lhe generaLlon of revenue
O 8eLenLlon bonuses are vary from poslLlon Lo poslLlon and are pald ln one lump sum
aL Lhe Llme of LermlnaLlon
O A reLenLlon perlod can run somewhere beLween slx monLhs Lo Lhree years lL can
also run for a parLlcular pro[ecL
O A pro[ecL has lLs own llfe span As long as Lhe pro[ecL geLs compleLed Lhe employees
who have worked hard on lL are enLlLled Lo recelve Lhe reLenLlon bonus lor
example Lhe lmplemenLaLlon of a sysLem may Lake 18 monLhs so a reLenLlon bonus
wlll be offered afLer 20 monLhs

3 VLnICLL CLIC

1 1he o||cy
1he Company wlll acqulre cars on CperaLlng lease from selecLed vendors (herelnafLer referred
Lo as 'vendor') and provlde Lhem Lo lLs employees

2 Scope
1hls pollcy ls appllcable for all Lhe company l1 Cffshore employees and Lhe company l1
uepuLed employees on ln8 Salary

3 L||g|b|||ty
All employees ln grades of 83 86 87 wlll have an opLlon Lo avall new car faclllLy Lmployees
Lhose who have already avalled car faclllLy under any of Lhe old car pollcles of 1he Company would
conLlnue Lo be governed by Lhe respecLlve pollcles Lhen appllcable Such employees wlll also
have Lhe cholce Lo LermlnaLe Lhe old lease arrangemenL and opL for car faclllLy under Lhls pollcy

4 Def|n|t|ons
8enLal value lor a car model 1hls wlll be a monLhly amounL payable Lo Lhe vendor deflned for
each of Lhe car models

8enLal LllglblllLy lor an employee Crade 1hls wlll be a monLhly amounL deflned for each of Lhe
grades 1hls ls equal Lo Lhe Conveyance Allowance for Lhe grade

Lmployee's LlablllLles 1he employee belng Lhe user and Lhe cusLodlan of Lhe car wlll be reglsLered
as owner under Lhe MoLor vehlcle AcL 1988 and shall assume all Lhe responslblllLles and
llablllLles under Lhe sald AcL for Lhe Car lL ls hereby clarlfled LhaL for Lhe llmlLed purposes of Lhe
MoLor vehlcle AcL 1988 Lhe employee wlll be reglsLered as owner of Lhe car whereas for all
oLher purposes vendor shall be Lhe owner of Lhe car
noLe
ln case Lhe employee falls Lo fulflll any of obllgaLlons of 1he company as per Lhe MasLer Lease
AgreemenL (MLA) enLered wlLh Lhe vendor or Lhe vehlcle ConLracL noLe lssued by Lhe vendor and
as a resulL of whlch 1he company suffers any loss or damage or as a resulL of a cause lnlLlaLed by
Lhe employee Lhe lease ls foreclosed Lhe employee shall ln such evenL be llable Lo compensaLe
1he company for all such loss/damages flnanclal or oLherwlse lncludlng legal cosLs and expenses
caused by employees defaulL(s) 1he company shall have rlghL Lo ad[usL all such amounLs agalnsL
Lhe dues Lo Lhe employee

1he employee agrees LhaL ln case Lhe renLal amounL ls lncreased/decreased by
anylncremenLal/decremenLal Laxes wheLher Sales 1ax vA1 Lease 1ax Servlce 1ax or Lxclse uuLles
and/or any oLher relaLed and consequenLlal charges levled on Lhls LransacLlon now or hereafLer
such lncremenLal/decremenLal amounL would be ad[usLed agalnsL employee renLal ellglblllLy
S Coverage
O 1he pollcy wlll noL cover any second hand cars MulLluLlllLy vehlcles SLaLlon Wagons
or any oLher cars as declded by 1he Company from Llme Lo Llme 1he pollcy ls deslgned Lo
provlde a maxlmum cholce of car models Lo employee buL 1he Company reserves Lhe
rlghL noL Lo cover any parLlcular car model 1he employee ls encouraged Lo choose car
models of Lhose companles whlch have a beLLer markeL accepLance

O An employee opLlng for car faclllLy would be provlded a car Lmployees Lhose who do
noL opL for Lhe car faclllLy would geL Conveyance allowance as deflned bandwlse


6 Mechan|sm

O ln Lhls pollcy Lhe renLal value lncludes Lhe lease renLals lnsurance and Lhe malnLenance
cosL of Lhe car

O 1he vendor or Lhe lleeL ManagemenL Company (as provlded by Lhe vendor) wlll Lake up
Lhe compleLe malnLenance of Lhe car and Lhe employee wlll lnLeracL dlrecLly wlLh Lhem
for Lhe same

O 1he vendor or Lhe lleeL ManagemenL Company as Lhe case may be wlll be responslble
for obLalnlng Lhe necessary LoLal lnsurance for Lhe car
O
1he vendor or lleeL ManagemenL Company as Lhe case may be wlll lnLeracL wlLh
Lhe lnsurance agency ln case Lhere ls any clalm and ln case of parLlal loss clalms Lhey
wlll bear Lhe dlfference beLween Lhe clalm amounL and Lhe seLLlemenL amounL
(however excludlng Lhe dlsallowances arlslng ouL of clalms
on accounL of LhefL clalms)

O 1he malnLenance conLracL assumes a maxlmum Lravel of 13000 km per annum on Lhe
car Any furLher Lravel on Lhe car would mean addlLlonal paymenL per km LhaL wlll be
borne by Lhe employee as per Lhe conLracL

O AL Lhe compleLlon of Lhe lease perlod Lhe employee wlll have Lhe cholce of Laklng
anoLher car as per Lhe scheme Lhen appllcable

O 1he exacL 8enLal value for each of Lhe models covered under Lhe car pollcy wlll be
declded aL Lhe Llme of lndlvldual's avalllng Lhe car faclllLy 1he dellvery Llme of a new
car would Lyplcally depend on Lhe model chosen



Dec|d|ng on the kenta| Va|ue

An employee opLlng for car faclllLy would have followlng opLlons
A SelecL a car LhaL has monLhly 8enLal value equal Lo or less Lhan Lhe 8enLal ellglblllLy for
hls/her grade ln case Lhe renLal value ls less Lhan Lhe renLal ellglblllLy Lhe dlfference wlll
become payable Lo Lhe employee sub[ecL Lo necessary Laxes

8and LllglblllLy (8upee per MonLh)
83 13000
86 20000
87 30000

8 SelecL a car LhaL has a renLal value hlgher Lhan Lhe monLhly renLal ellglblllLy for Lhe grade ln
LhaL case Lhe employee wlll have Lo pay Lo Lhe dealer/vendor an amounL whlch wlll brlng Lhe
monLhly renLal down wlLhln hls/her ellglblllLy

lf an employee does noL opL for Lhe car faclllLy an amounL equal Lo Lhe renLal ellglblllLy for LhaL
parLlcular grade wlll be pald as Conveyance Allowance (Laxable as per Lhe
lncomeLax AcL) Lhrough Lhe monLhly salary

When an ellglble employee avalls Lhe car faclllLy 1he company wlll pay Lhe monLhly renLal value
for LhaL parLlcular car Lo Lhe concerned vendor

Ma|ntenance
Wherever appllcable Lhe vendor wlll dlrecLly lnLeracL wlLh Lhe employee for provldlng
malnLenance servlces ln respecL of Lhe car provlded Lo such employee vendor has
deslgnaLed auLhorlzed workshops for malnLenance and repalrs of Lhe cars ueLalled lnformaLlon
abouL Lhe admlnlsLraLlon of malnLenance wlll be provlded aL Lhe Llme an employee avalls Lhe
car faclllLy

1he Servlces covered under Lhe car pollcy are as follows
O MalnLenance 8epalrs All Lhe scheduled and nonscheduled admlnlsLraLlon and
malnLenances and repalrs cosLs are covered A cashless servlce wlll be provlded aL all
vendor locaLlons

O lnsurance lnsurance cosL for Lhe LoLal Lerm ls covered vendor wlll also do Lhe lnsurance
admlnlsLraLlon and clalm managemenL A cashless servlce wlll be provlded aL all vendor
locaLlons

O arLlal uamage loss walver ln case of parLlal loss accldenLs vendor wlll also pay Lhe
lnsurance dlsallowance however Lhls wlll noL cover dlsallowance arlslng ouL of LhefL
clalms

O 24hour break down asslsLance 1hls servlce ls appllcable only aL vendor locaLlons
O vehlcle selecLlon vendor lf requesLed wlll asslsL ln vehlcle selecLlon and can also arrange
for LesL drlves 1he ellglblllLy enLlLlemenLs and oLher aspecLs of Lhe relmbursemenL
pollcy of peLrol drlver expenses remaln Lhe same

Separat|on of emp|oyee

lf an employee separaLes from Lhe servlces of 1he Company for whaLsoever reason durlng
Lhe lease perlod Lhe employee can exerclse Lhe followlng opLlons

A Lmployee shall requesL 1he Company Lo foreclose Lhe lease 1he foreclosure belng
aL Lhe behesL of Lhe employee Lhe employee wlll pay Lhe appllcable charges for
LermlnaLlon of Lhe lease Lo Lhe vendor

8 ln case Lhe employee ls [olnlng anoLher employer Lransfer Lhe lease agreemenL Lo
Lhe new employer (sub[ecL Lo Lhe accepLance by Lhe vendor sub[ecL Lo Lhelr
arrangemenLs lf any wlLh Lhe new employer)

C Allow Lhe vendor Lo sell off Lhe car ln Lhe markeL and pay up Lhe dlfference beLween
Lhe early LermlnaLlon value as appllcable and Lhe markeL prlce A copy of Lhe
foreclosure values appllcable Lhru Lhe Lenure wlll be made avallable by Lhe vendor
afLer Lhe dellvery of Lhe vehlcle 1he markeL valuaLlon by vendor wlll be LreaLed as
flnal


10 1ransfer to other un|ts or promot|on dur|ng the |ease per|od

When an employee ls Lransferred from one company locaLlon Lo anoLher durlng Lhe Lerm of
Lhe lease vendor wlll asslsL ln compleLlng Lhe formallLles relaLed Lo Lransfer of Lhe car 1he
employee wlll bear Lhe cosLs relaLed Lo Lhe Lransfer lncludlng LransporLaLlon reglsLraLlon
eLc

ln case an employee ls promoLed from one grade Lo anoLher durlng Lhe lease perlod Lhe
employee may

O Clve up Lhe old car choose Lo upgrade Lo a new car as per renLal ellglblllLy for Lhe
new grade ln Lhls case Lhe employee wlll requesL Lhe company Lo preclose Lhe old
car lease and Lhe employee shall bear all cosL and consequences
O
Choose Lo reLaln Lhe same car ln Lhls case Lhe dlfference beLween Lhe renLal
ellglblllLy for Lhe new grade and Lhe renLal ellglblllLy of Lhe old grade wlll be pald Lo
Lhe employee ln cash afLer deducLlng approprlaLe Laxes

11 1axes

lrlnge beneflL 1ax on Lhe car faclllLy would be borne by 1he Company

ln case employee chooses noL Lo avall Lhe car faclllLy recelves Conveyance allowance lL
wlll be exempLed Lo Lhe exLenL of 8s 800/ per monLh as per prevalllng lncomeLax 8ules

4 1LLLnCNL kLIM8UkSLMLN1 CLIC

1 hones at kes|dence

lollowlng caLegory of employees wlll be enLlLled Lo relmbursemenL of Lelephone charges
for buslness calls made by Lhem on submlsslon of bllls(1he relmbursemenL enLlLlemenL
dlsclosed ln Lhe compensaLlon leLLers)

8and LnLlLlemenL
84 8s 1000/ per monLh
83 8s 1300/ per monLh
86 87 8s 2300/ er
monLh

2 Company hone Connect|on

Maxlmum relmbursemenL Lowards monLhly charges sub[ecL Lo acLuals
An employee would be enLlLled Lo Lhe monLhly relmbursemenL based on Lhe followlng
approvals

Lmployee on a blllable pro[ecL uu and 8u Pead/CCC
Lmployee on a supporL pro[ecL under CCC ueparLmenLal head and CCC
Lmployee on a supporL pro[ecL under ClC ueparLmenLal head and ClC

LffecLlve 1sL Aprll 2009 and for all bllls processed on or afLer 1sL Aprll 2009 employees shall
be relmbursed Lowards monLhly charges (sub[ecL Lo acLuals) as per Lhe llmlLs menLloned
below

8and MonLhly
LnLlLlemenL
upLo 84 8s 1000/
83 8s 1200/
86 8s 1300/
87 8s 2000/
Above 87 8s 3000/

noLe

1he moblle phone SlM Card wlll be owned by Lhe company and Lhe employee would
use a provlder selecLed by Lhe company under corporaLe arrangemenLs Charges assoclaLed
wlLh 8lack8erry (approved by Lhe company) would be ln addlLlon Lo Lhe above menLloned
relmbursemenL llmlLs
AL Lhe Llme when Lhe approval for moblle phone ls wlLhdrawn due Lo change ln
responslblllLles or for any oLher reason or ln Lhe evenLuallLy of separaLlon from Lhe
company Lhe employee wlll hand over Lhe SlM Card Lo Lhe admln deparLmenL S1u/lSu
faclllLy on Lhe moblle phones would be made avallable on requesL by Lhe admln
deparLmenL sub[ecL Lo approval from 8u Pead/Pead of P8/CCC/ClC

1he CCC and ClC of Lhe company would be enLlLled Lo relmbursemenL on acLual basls Any
devlaLlons/excepLlons from Lhe pollcy would need speclal approval from CCC/ClC/Pead of
P8 ln case of employee separaLlon from Lhe company Lhe Moblle PandseL and Lhe SlM Card
should be handed over Lo Lhe AdmlnlsLraLlon ueparLmenL as parL of Lhe clearance process


S S1AII 1kANSCk1 SLkVICLS CLIC

1 Cb[ect|ve
1o provlde 1ransporL Servlces Lo 1he company employees

2 Scope
1hls pollcy ls appllcable Lo 1he Company l1 Cffshore Lmployees on lndlan 8upee Salary lan
based ouL of selecL faclllLles as per Lhe clLles

3 Def|n|t|on
1ravel ulsLance ls deflned as Lhe Cneway ulsLance Lravelled by Lhe company LransporL
from Lhe lckup olnL (Crlgln) Lo Lhe company laclllLy (uesLlnaLlon)

4 L||g|b|||ty
1he company employees wlll be ellglble Lo avall Lhe 1ransporL Servlce plylng on
predeLermlned rouLes aL subsldlzed monLhly charges


S Lmp|oyee 1ransport Arrangement
1he company has Laken an lnlLlaLlve of provldlng Lmployee 1ransporL faclllLy Lo lLs
employees almlng Lo faclllLaLe dally commuLe Lo and from selecL faclllLles ln Mumbal une
Chennal uelhl 1he AdmlnlsLraLlon ueparLmenL afLer deLalled analysls sLudy has arrlved
aL Lhe flxed Lrunk rouLes wlLh deslgnaLed bus sLops and Lhe company laclllLles LhaL wlll be
covered under Lhe 1ransporL Servlce ln Lhe fuLure Lhe managemenL would form a core
1ransporL CommlLLee for revlewlng LransporL faclllLy Lo lmprove on a conLlnual basls
ensure employee welfare Any changes ln Lhe 1ravel 8ouLes / lckup olnLs / uesLlnaLlon
laclllLles wlll be communlcaLed

6 Lmp|oyee 1ransport Serv|ce Charges

1he employees avalllng Lhe company LransporL faclllLy are sub[ecL Lo subsldlzed LransporL
charges (deducLlble Lhrough ayroll)

key o|nts for Lmp|oyees
a 1rave| ku|es

1he employee should only Lravel on rouLe opLed by hlm / her aL durlng enrollmenL (lor
lnsLance lf an employee has opLed for a Lravel rouLe from owal Lo SLLZ Lhen he/she shall
noL be enLerLalned Lo Lravel ln any oLher rouLes) 1he employee can use Lhe 1ransporL
Servlce Lo ply only beLween Lhe approved lck up olnL and Lhe urop olnL (1he company
faclllLy) LnLry and ulsembarklng aL lnLermedlaLe olnLs wlll noL be enLerLalned 1he
employee wlll be requlred Lo produce a valld 8us ass durlng 1ravel (for Lhe chosen 1ravel
8ouLe) Lo avall Lhe 1ransporL Servlce

b rocess for Lnro||ment

l LxlsLlng Lmployees of Lhe Company
Lmployees wlshlng Lo subscrlbe Lo Lhe LransporL servlce can log Lhelr requesL Lhrough Lhe
1ransporL Module on eopleSofL P8 Self Servlce durlng Lhe perlod when Lhe 1ransporL
Module ls open for enrolmenL
Cn recelpL of Lhe sald requesL AdmlnlsLraLlon ueparLmenL shall lssue a 8us ass whlch ls
mandaLory for avalllng Lmployee 1ransporL faclllLy

|| New Lmp|oyees [o|n|ng 1he Company
Lmployees [olnlng 1he company and wlshlng Lo avall Lhe Lmployee 1ransporL Servlce
wlll reglsLer Lhemselves by logglng Lhelr requesL Lhrough Lhe 1ransporL Module on
eopleSofL P8 Self Servlce (lf Lhelr !olnlng erlod colncldes wlLh Lhe perlod LhaL Lhe
1ransporL Module ls open for enrolmenL) or alLernaLely wlLh Lhe Lmployee 1ransporL Pelp
uesk as menLloned above for avalllng Lhelr 8us ass

c ayment of Lmp|oyee 1ransport Iac|||ty
osL oneLlme reglsLraLlon Lhe ayroll ueparLmenL shall conLlnue Lo recover Lhe monLhly
charges from Lhe monLhly salary of Lhe employee

d Change of koute and |ck up po|nts
Lmployee wlshlng Lo change Lhe 1ravel 8ouLe (lckup olnLs or/and 1he company laclllLy)
can do so by approachlng Lhe Admln uepL Lo reglsLer a change ln Lhe 1ravel 8ouLe
Lmployee shall surrender Lhe 8us ass Lo AdmlnlsLraLlon ueparLmenL Lake
acknowledgemenL of Lhe same and collecL Lhe new 8us ass
8ased on Lhe revlsed 1ravel 8ouLe and appllcable charges new ayroll lnpuLs would be
provlded for recovery

e Cpt|ng out of the Lmp|oyee 1ransport Serv|ce
lor any Lmployee wanLlng Lo opL ouL of Lhe 1ransporL Servlce can do so by approachlng Lhe
Admln uepL Lmployee shall surrender Lhe 8us ass Lo AdmlnlsLraLlon deparLmenL Lake
acknowledgemenL of Lhe same Cn conflrmaLlon Lhe AdmlnlsLraLlon deparLmenL would
advlce ayroll ueparLmenL Lo sLop Lhe recovery of LransporL charges from Lhe
employee An employee who ls leavlng Lhe organlzaLlon can opL ouL of Lhe servlces elLher ln
Lhe prevlous monLh or can use Lhe servlces Llll Lhe lasL day of hls/her servlce ln Lhe
organlzaLlon and Lhe payroll deducLlon would be proraLed
(lor example A employee whose planned lasL worklng daLe from Lhe servlce of Lhe
organlzaLlon ls 10
Lh
uecember 2007 can opL ouL of Lhe 1ransporL Servlce before Lhe 28
Lh
of
november 2007 ln Lhls scenarlo Lhe deducLlon wlll happen Llll 31
sL
of november 2007 Llse
he/she can conLlnue Lo avall Lhe LransporL servlces and Lhe deducLlon wlll happen proraLed
Llll Lhe lasL worklng day ln Lhe full and flnal seLLlemenL)

I 8us ass

1he 8us ass ls nonLransferable and would only be valld for Lhe opLed 1ravel 8ouLe
Lmployee musL carry Lhe 8us ass on person durlng 1ravel whllsL avalllng Lhe 1ransporL
Servlce

AdmlnlsLraLlon ueparLmenL ls vesLed wlLh Lhe auLhorlLy Lo conducL 8us ass checks
Lherefore Lhe employee would have Lo produce Lhe 8us ass on demand ln case an
employee ls unable Lo produce Lhe 8us ass on demand AdmlnlsLraLlon ueparLmenL would
Lake acLlon as deemed necessary ln case of loss of 8us ass Lhe employee has Lo follow Lhe
process lald down for lssue of a dupllcaLe 8us ass as under
A wrlLLen requesL Lo AdmlnlsLraLlon ueparLmenL for lssue of new 8us ass AdmlnlsLraLlon
ueparLmenL would advlse ayroll ueparLmenL Lo recover 8s 430/ (per lncldenL) for lssue
of Lhe dupllcaLe 8us ass

g 1ransport V|o|at|on C|ause

Lmployees are allowed Lo use Lhe LransporL faclllLy afLer due reglsLraLlon only 1he
managemenL has Lhe rlghL Lo lnlLlaLe approprlaLe dlsclpllnary acLlon agalnsL Lhe vlolaLlon of
Lhls pollcy conLlnulng vlolaLlon wlll lead Lo LermlnaLlon of servlces
lf an employee ls found uslng LransporL faclllLy wlLhouL proper reglsLraLlon a sum of
8s800/ wlll be deducLed from Lhe Salary subsequenL vlolaLlon wlll lead Lo LermlnaLlon
of servlces wlLhouL any furLher reference Lo lL

6 LkSCNAL LCANS

1 Cb[ect|ve

1o provlde shorL Lerm flnanclal asslsLance Lo employees Lo meeL urgenL needs
2 L||g|b|||ty
All employees ls appllcable Lo all 1he company l1 Cffshore employees and 1he company l1
uepuLed employees on ln8 Salary lan
3 urpose

ersonal loan can be avalled for any of Lhe followlng reasons
4 nouse Depos|ts
O arL paymenL for urchase of Pouse
O aymenL for purchase of vehlcle
O Marrlage of Lhe employee
O Medlcal emergencles ln Lhe famlly
O Admlsslon/1ulLlon fee for self or chlldren (lf on Lransfer/relocaLlon) Any naLural
calamlLles
Lmployees wlll have Lo submlL relevanL documenLs for Lhe above reasons
ersonal Loan wlll be processed agalnsL relevanL documenLs only ln Lhe rare
occaslon where Lhe documenLs cannoL be produced aL Lhe Llme of
appllcaLlon Lhe same need Lo be produced wlLhln Lwo weeks (10 worklng days)
of processlng ln case no documenLs are produced wlLhln Lhe sLlpulaLed perlod
Lhen Lhe enLlre loan amounL wlll have Lo be refunded Lo Lhe Company
1hls rule wlll be lmplemenLed by defaulL and wlLhouL warnlng as lL may
noL be posslble Lo lndependenLly follow up ln each case
41 Author|zat|on
roposals for loan shall be recommended by Lhe ro[ecL Manager concerned and approved by
Pead P8

42 uantum

81 8s13000/( 8s llfLeen 1housand only)
82/83 8s30000/( 8s 1hlrLy 1housand only)
84 and
Above
lour Llmes of baslc salary or 8s1 00000/(8s Cne Lac only)
whlchever ls less ln case one ls on probaLlon Lhen ellglblllLy
wlll be 8s 30000/ ( 8s llfLy 1housand only)




43 Interest

Loans shall carry slmple lnLeresL [ 6 per annum whlch shall be calculaLed on reduclng
balance
44 kecovery

Loans shall be recovered along wlLh lnLeresL ln 12 equal monLhly lnsLallmenLs
4S Ava|||ng of Subsequent Loan

An employee wlll noL be ellglble Lo apply for a fresh loan wlLhln slx monLhs of
Lhe repaymenL of Lhe pervlous loan
46 Secur|ty

1he employee shall glve a posLdaLed cheque on any scheduled bank ln
Mumbal/ une/ Chennal ln favor of 1he company LlmlLed" for Lhe amounL
of loan and lnLeresL Cn recovery of Lhe enLlre loan from Lhe employee Lhe
company shall reLurn Lhe posLdaLed cheque Lo Lhe employee ln case Lhe
employee falls Lo repay Lhe loan along wlLh Lhe lnLeresL as agreed Lhe
company shall encash Lhe cheque and use Lhe proceeds for seLLlemenL of Lhe
ouLsLandlng dues from Lhe employee
ln all cases of loans Lhe employee wlll need Lo slgn an underLaklng ln Lhls
regard


o||cy on a||owance pa|d to emp|oyees work|ng above the norma|
work|ng hours

1 L||g|b|||ty
Crades (1echnlcal and SupporL) 81 / 82 / 83

arLlculars 8s
normal LxLra Worklng (Mlnlmum 12 hours ln a
day)
8230

Pollday Worklng Mlnlmum 7 hours 11000
Pollday and LxLra Worklng Mlnlmum 11 hours 13730
nlghL ShlfL 13730
nlghL ShlfL and LxLra Worklng Mlnlmum 11
hours
16300
nlghL ShlfL Worklng on weekly off 16300
roducLlon SupporL (for nlghL shlfL) 33000
roducLlon SupporL Lwo consecuLlve shlfLs (for
nlghL shlfL)
44000
roducLlon SupporL (Pollday worklng) 33000
roducLlon SupporL Lwo consecuLlve shlfLs
(Pollday worklng)
44000
ShlfL Worklng wlLhouL Company 1ransporL 3300
ShlfL Worklng and LxLra worklng mlnlmum 11
hours ln a day
8230
1wo ConsecuLlve ShlfLs 22000
ShlfL Worklng wlLh one way Company 1ransporL 2730
TRAINING & DEVELO!MENT
101 INDUC1ICN 1kAINING
O Cnce selecLed candldaLes are glven a LeLLer of lnLenL ln some companles Lhe LeLLer
of lnLenL lmplles LhaL Lhe candldaLe has been hlred
O Powever oLhers many lnserL a clause sLaLlng LhaL flnal recrulLmenL would Lake place
afLer successful compleLlon of Lralnlng
O why Lhere ls such a condlLlon 1ralnlng ls Lough lL demands dlsclpllne and focus
noL everybody ls cuL ouL for a career ln Lhls lndusLry"
O 8esldes Lhe Lralnlng ls a huge lnvesLmenL as candldaLes are Lralned ln
communlcaLlon skllls volceLralnlng language fluency accenL Lralnlng deallng wlLh a
Lrlcky slLuaLlon or an unhappy cusLomer declslon maklng
O 1he skllls acqulred durlng Lralnlng are so beneflclal LhaL candldaLes can apply ln any
lndusLry or secLor
O Call AgenLs or CusLomer Care LxecuLlves who may need Lo aLLend boLh Lhe lnbound
and ouLbound calls whlch may be Lechnlcal or nonLechnlcal ln naLure dependlng
upon Lhe experLlse of Lhe candldaLe 1hey are glven Lhelr own worksLaLlon a
compuLer and a Lelephone
102 1kAINING kCGkAMS

1he speclflc areas where Lralnlng ls glven are
O AdmlnlsLraLlve SupporL
O SecurlLy
O Supply Chaln ManagemenL (SCM)
O CusLomer 8elaLlonshlp ManagemenL (C8M)
O Legal Servlces
O Medlcal 1ranscrlpLlon
O 8esearch and Analysls
O CusLomer Care
O 1echnlcal SupporL
O ayroll MalnLenance
O ubllshlng
O Sales and 1elemarkeLlng
O llnance and AccounLlng
O Puman 8esources
O lnLellecLual roperLy 8esearch and uocumenLaLlon

103 1kAINING CCUkSLS

O Call CenLre ManagemenL

O Advanced lnLerpersonal CommunlcaLlon

O 8uslness CommunlcaLlon

O AccenL neuLrallzaLlon

O CusLomer 8elaLlonshlp ManagemenL

O Lmall LLlqueLLe

O Selllng over Lhe hone

O 1elephone LLlqueLLe

O CrossculLural 1ralnlng

104 1kAINING ML1nCDS

CompuLer 8ased 1ralnlng MeLhods

O Llearnlng
O Cu8CMbased

O LecLures

O ulscusslons

O Medla access

O Web

O vldeo

O Audlo

O Webbased Lralnlng sesslons

O lnLraneLbased Lralnlng courseware
10S CAkLLk CCk1UNI1ILS ICk 1kAINLkS

referred Lducat|ona| ua||f|cat|on

Some of Lhe preferred educaLlonal quallflcaLlons of Lralners ln kC lndusLry are

O Lnglneers (8 L 8 1ech M 1ech)
O M8As (llnance MarkeLlng l8 l1 eLc)
O CharLered AccounLanLs
O LconomlsLs
O 1eachers (8 Ld)
O !ournallsLs
O ArchlLecLs
O Lawyers (LL8)
Nature of Work

O rovldlng Lralnlng on produclng hlgh quallLy research and analysls and synLheslzlng
flndlngs lnLo cllenL dellverables

O rovldlng Lralnlng on managlng complex cllenL relaLlonshlps and pro[ecLs

O rovldlng Lralnlng on Leam member's skllls and professlonal developmenL
opporLunlLles

O rovldlng Lralnlng on mulLlple funcLlonal areas lncludlng managlng and developlng
exlsLlng and cllenL relaLlonshlps

O 1raln coach and develop research analysLs

O Workflow plannlng ensurlng resource uLlllzaLlon and quallLy assurance

O Clvlng Lralnlng Lo uLlllze boLh secondary and prlmary research sources and
Lechnlques

O AsslsL cllenLs and/or oLher research dellvery Leam members ln arLlculaLlng and
reflnlng research requesLs and pro[ecLs

O ldenLlflcaLlon of Lralnlng needs

O reparlng Lralnlng Calendar

O MalnLalnlng uaLabase and reparlng MlS reporLs on Lralnlng

O 1aklng Lralnlng feedback

O LvaluaLlon of Lralnlng effecLlveness

O lannlng of schedules and longLerm plannlng of Lralnlng programs

O ConducL new hlre Lralnlng Lo brlng new [olnees up Lhe learnlng curve as per Lhe
requlremenLs


Sk|||s and Attr|butes

Skllls and aLLrlbuLes requlred Lo become a successful Lralner are
O lnqulslLlve

O Should have superlor problemsolvlng skllls

O Should have analyLlcal and quanLlLaLlve skllls

O Should have excellenL communlcaLlon (boLh wrlLLen and verbal) and lnLerpersonal
skllls

O Should have Lhe ablllLy Lo analyze complex buslness lnformaLlon

O AblllLy Lo synLheslze lnformaLlon from dlverse sources and presenL flndlngs ln a clear
and conclse fashlon

O Should have people managemenL skllls

O Should have core compeLency ln concepLuallzaLlon deslgnlng and conducL of
employee developmenL programs ln Lechnlcal behavloral and sklll developmenL

O Pave Lhe ablllLy Lo glve learners feedback and coach Lhem Lowards lmprovemenL
106 1ra|n|ng Areas
1ralnlng ls glven ln followlng areas
O AnlmaLlon ueslgn
O neLwork ManagemenL
O lnLellecLual roperLy (l) 8esearch
O Learnlng SoluLlons
O WrlLlng ConLenL uevelopmenL
O Legal Servlces
O Medlcal Servlces
O 8uslness and 1echnlcal Analysls
O 8uslness MarkeL 8esearch Advanced Web AppllcaLlons
O llnanclal ConsulLancy and Servlces
O uaLa AnalyLlcs
O harmaceuLlcals and 8loLechnology
O 8esearch uevelopmenL

O undersLandlng of Lhe markeL research lndusLry

O undersLandlng on meLhodologles

O 1echnlcal and cllenL speclflc Lools

O SofL skllls

O SLress managemenL

O 8ehavloral skllls

O 1lme ManagemenL

10 1kAINING kCGkAM CN 1nL 8ASIS CI nILkAkCn
LLVLL



10 MANAGLkIAL 1kAINING

1 ro[ecL ManagemenL
2 8esearch uevelopmenL
3 CuallLy conLrol

1he Lralnlng ln Lhls secLor usually lasLs from 2 Lo 90 days and ls provlded by lnLernaLlonal
and local Lralners ln abroad and lndla



!ERFORMANCE A!!RAISAL

ln Lhe company Lhe erformance managemenL sysLem lncludes Lhe followlng componenLs
O erformance appralsal sysLem

O Coal seLLlng and Lhe acLlon plans Lo be followed

O ueveloplng forms pollcles and prlnclples and procedures

O SLandards or Lools Lo measure performance

O deflnlng key performance lndlcaLors

O 1ralnlng and developmenL of managers/ appralsers

O Lmployee performance MonlLorlng and feedback managemenL

O lncenLlve and beneflLs plannlng and admlnlsLraLlon

O leedback lnLegraLlon (1ralnlng and CperaLlonal lnLervenLlons)

O Severance ALLrlLlon and exlL admlnlsLraLlon

O lmplemenLlng Lhe compleLe sysLem ln Lhe organlsaLlon

O 1alenL managemenL and successlon plannlng

111 AkAML1LkS 1C AkAISL LkICkMANCL LN1k LLVLL
LMLCLLS


1he parameLers for Lhe measuremenL of employees' performance are
O rocess performance

O Accuracy

O roducLlvlLy of each process

O cusLomlzed soluLlons
O CosL reducLlon
O 1echnologlcal beneflLs
O LxperL knowledge
O value creaLlon
O CperaLlonal flexlblllLy
112 AkAML1LkS 1C AkAISL LkICkMANCL 1LAM LLADLkS
AlLhough Lhe measurlng parameLers are dlfferenL for employees aL dlfferenL level buL Lhe
general classlflcaLlon of Lhe above menLloned parameLers for CusLomer care LxecuLlves
and 1eam leaders are as follows
O Average Call value (Lhe sales made or Lhe revenue collecLed eLc)

O 1lme and cosL per call

O Average Pandllng 1lme (Lalk Llme and afLer call wrap up)

O Adherence Lo Schedule (avallablllLy Lo Lake calls eLc)

O ercenLage of abandoned calls

O ulsclpllne

O ALLendance
1he ay for erformance can be as much as 22 of Lhe salary