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HR Problem In Cognizant Technology Solutions


This essay describes the recent HR problem faced by Cognizant Technology Solutions, Hyderabad, India one of the fastest growing IT Service Providing Companies a subsidiary of Cognizant Mind Quarters, NJ as heard in one of the associates within the business. The Organization encountered the problem of keeping their experienced affiliates during the financial down-turn period or so called Downturn period when the other competing companies terminated many of their employees who have did the trick for more than half-a ten years because of posing financial problems on the business in regard to salary and maintenance throughout that period. Began with around 264 affiliates to 10, 000+ members (till particular date), they have got contributed too much to the Organization's distinctive growth over a short period of 8 years at Hyderabad Off-shore Development Centre.

[By Geeta Ramachandran, Sr. Exec - HR, Global Labor force Management (GWFM), CTS(H), Feb, 2006-(right up until particular date). ]

Key Words: Associates, Off-shore Development Centre, Business Continuity Plan, EMPLOYEES Management, Incentive Way, Two-in-a-Box Module.


Cognizant Technology Alternatives, one of the leading Multi-National Companies began its Off-shore Development Centre (ODC) at Hyderabad, India in 2002 as a part of Global Enlargement. It functions more than 500 clients belonging to various domains such as Bank & Financial Services, Health Care & Insurance, Communications, Consumer Goods, Energy & Resources, Information, Marketing & Entertainment, Life Sciences, Manufacturing, Retail, Technology, Transport & Logistics, and Travel & Hospitality. The Company has registered its highest progress in the 4th quarter of 2010. And declared 200% hike because of their top performers in this quarter recovering from the recession blows. They have crossed the 10M power in the same 1 / 4 globally.

[http://www. cognizant. com/aboutus/in information]


Recession is more regularly can be referred to as one of the stages for readjustment in disequilibrium of capital management. Every time a resource from a business is released from the declining activities, they'll be immediately moving to the expanding industries. Recession or recovery is the first stage of readjustment process nowadays of non-homogenous capital and rigidities in adjustment processes begins with the realization of errors devoted under the illusions projected by easy credit. Downturn period in the global market segments is recognized as bad by regarding the nominative judgments about the several stages of the cycle.

[Capital in Disequilibrium: An Austrian Approach to Recession and Recovery by Noah Yetter () and John P. Cochran (). ]

Multi-national companies are centered on getting the experienced personnel which allows them to really have the feasibility of not spending additional assets on any different training programs. Small level organizations tend to be more focused on fresher as they can not tolerate huge pay to the experienced hires. By providing the well established environment to the employees so that the employees can work openly and can apply all way of thinking into reality. As a result of this, there's a diversion on the list of professionals whom to consider with high top priority when financial concerns are involved with the resource management techniques.

[Resourcing in Business Logistics: The Skill of Systematic Blending, by M. Jahre, L. E. Gadde H. Hkansson, D. Harrison, G. Persson, and G. Liber, Torkel Str¶msten, Stockholm Institution of Economics, Stockholm, Sweden, Publication Review, Site No. 411-414. ]

As there are financial prospects involved, it is always better to recruit fresh graduates and train them based on the requirements of business with the usage of proper forecasting techniques. If the resources owned by an organization are homogenous in all aspects and everything prices, salary, and interest rates are perfectly versatile in based on the organizational policies, then your recession or recovery process will be a solitary process which would stop wasting time and nearly painless. An experienced employee income equal the 3-4 fresh graduates pay whose cost to company would be low in comparison with former. It is always better have those young intellects which are ground breaking and creative at times and works smart in reaching the timely goals rather than being laborious for completion of tasks. And if the Organization considers an experienced employee needs to be retained with the organization, firm should assign them the multiple responsibilities up to the possible amount but not overloading them. By causing the experienced resources dependable in some managerial positions and offering them the provision of regular support and means for guidance from the top-level management to steer the new prospects in obtaining service and delivery goals much to the satisfaction and joy of the clients.

[Marketing Management by Philip Kotler, Prentice Hall, 2002, Chapter-III, Being successful Marketplaces through Strategic Management & Planning, 47-64. ]

In order to retain the experienced employees from the business, one must build the strong belief about the near future potential clients of the staff guaranteeing about their role in the organization and more importantly job-safety. Cognizant has hired the same strategy throughout that turmoil and with the same strategy they achieved the tag of quickest growing IT Services Service provider around the world. Cognizant trained people irrespective of experienced or a brand new prospect in the sector during the period to grab the opportunities in future. By making sure that the employees would match the requirements consequently, and providing them the different options like self-learning, e-learning training to learn and understand the new solutions rather than sticking with the prevailing technology which they have already learnt throughout their graduation and the same has applied over time for the usual deliverables thus not allowing themselves to reach the further levels in contributing to the success of the business.

["Authority in the period of Economic Un-Certainty" by Charan. R, McGrawhill, 2009. ]

Training and allowing them to understand, put into action the new solutions might take a long time initially but it makes the staff well-versed with the same. Together with the same strategy we can build the confidence in people by spending whole-sum amount for training purpose as it can help in keeping the self confidence of the staff on the management. After facing the initial phase of financial un-certainty, every Firm concentrated on cost-cuttings thus permitting the clients to trust the management with regards to the ROI and value of investments. This would slow up the revenue and earnings to the business during that period and on a long-term basis, this result in preserving the healthy romantic relationship with the customers.

["Applying the Theory of Planned Habit to describe Marketing Managers' Perspectives on Sustainable Marketing" by Ahmed Shahriar Ferdous. ]

Reallocation of the resources is another important factor which would create some distance between the employees and their families. Reallocation need to be carried out with respect to the requirement and feasibility of the company. With regards to the designation, work-experience of a specific employee, he/she would get the main concern to serve the business according not impacting on the business enterprise continuity plan and meeting the deliverables with time. Regular Audits will be placed at those which were shown to the customers at the start-up. Meeting the expectations of the client with time is a technique which is possible only through dedicated resources for the organization. While using same way, organizations build the reputation among the clients.

[The influence of distance factors on New Zealand expatriates' cross-cultural adjustment by Emma M. Jenkins; Audra I. Mockaitis, School of Marketing and International Business, Victoria School of Wellington, Wellington, New Zealand]

Resource Management within the business is highly recommended as a high-priority concern which requires proper attention. Learning resource Planning and Source of information Management in line with the business must be scheduled. As Cognizant can be applied Two-In-A-Box Module, On-site/Offshore Delivery component, they tend to have more resource strength at off-shore than on-site as the CTC would be increasing if the on-boarded people are in large number. They are doing follow an insurance plan of 1 1:3 ratios Onsite - Offshore resource power because of which Cognizant resources wish to stay with the organization rather than deciding on other organizations. And another way to check out it, the company offers huge incentives and various alternative activities alongside the standard work. Cognizant recruited graduates during recession period from colleges who will be concluding their graduation in another 6-8 months of your time and equipment up to face the global environment instead of firing the experienced hires. In the meantime the business can avail enough time to plan appropriately and coach them the several technologies to meet the expectations from the clients and provide them with high efficiency.

[By Rohit Eustachius, Professional - HR, Campus Talent Director, CTS(H), Aug, 2006-(tilldate). ]

Based on the aforementioned interventions for the issue, we can declare that an assortment of fresh and experienced people is necessary in every industry and the same applies universally. By using experienced bunch, fresh employees in to the company will learn key points and apply the same when it calls for. Decrease the no. of experienced employees steadily and at the same time hire the new graduates to compensate work fill and financial issues can be settled with less pay details.

["HR and IT Capabilities and Complementarities in Knowledge-Intensive Services" by Naresh Khatri*, Alok Baveja, Narendra M. Agrawal and Gordon D. Dark brown]


Thus we can derive that problems associated with human tool management includes so many factors and those factors is highly recommended whenever a problem requires a necessary action to be applied to resolve the situation. Human Tool Management involves with financial issues which plays key role in organizational structure and helps happening of the organization. This also disclose us how to purchase those crucial times of the market forecasting the near future prospects and needs in mind. Source planning, resource management are two important areas which would contribute to organizations success in the long-run leads. In the source of information planning or source management, monetary enlargement puts inflationary pressure on prices, as more demand tries to be financed by the same pool of real resources, but this pressure isn't always believed by all prices. Fantastic dividends on equity opportunities is possible, specifically compared to the low returns generally available under despondent interest rates, which might draw excess financial demand in to the stock market, forcing prices go up further. In the event the inflationary pressure of the original monetary expansion resulted in a general go up in prices, the stock slump should be relatively mild, simply reflecting the market's realization that organizations were over-valued. If the current economic climate also experienced asset price inflation with little or no item price inflation, the stock modification ought to be quite severe, as the prices of stocks land to reveal not only more realistic valuations of businesses but also drastically lower demand for stocks. Supra-normal demand for collateral purchases was propped up by easy credit and spurred on by its effects, now demand has dropped by that excess amount plus a worry discount, as shareholders who would in any other case have kept their money in stocks yank it out due to an elevated in perceived risk. Once the period of heightened risk accompanying mass liquidation goes by, investors will begin to observe that stocks are now undervalued, and purchase in again. This post-panic resurgence of equity investment is a indication that the readjustment process is essentially complete, and normal monetary development is resuming. Duty cuts are beneficial to the level that they energize cost savings & investment and reduce the role of federal throughout the market, but applying them as a means to stimulate utilization is a wrongheaded approach. Thus with the different approaches human tool management is a tough job as it entails multiple issues related organization resource planning, reference management, supply chain management etc. The study about the situation resulted in the next approaches to package with the employees.

Allowing the experienced employees to learn the new technology through e-learning alternatively than going to the in-house workout sessions separately thus lowering the cost to the company when the training programs are taken into consideration.

Recruiting the fresher from the universities and train them in different technologies accordingly in place of the experienced resources when the cost to company things as the fresher would be paid less pay compared to the experienced by forecasting the near future demand much beforehand.

Reducing the cost to company by maintaining or retaining the fruitful resources who've contributed whole lot to the organization's development ensuring the customer satisfaction to the most possible amount.

Allocating senior resources to managerial positions to serve the newly chosen resources to learn in and out about the organization in detail also to gain competence on the systems they might apply.

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