1. SAP Axon employees are assigned development managers (Senior consultants at L2 level) who have no concern or idea about the developee. They are asked to submit your appraisal scores which dont mean anything as there is not much discussion that happens.
2. Bell curve is maintained within the project, within your capability/group so there are chances that a high ranking employee will end up with mediocre or low scores.
3. No matter how well you work, most employees get only[protected] Rs increase in their salaries every month. However, here is the new appraisal cycle that is bizarre.
A. Appraisal opens in June. Your project managers submit a rating for your development manager by July. Discussion is supposed to happen till July. Appraisal from their end closes by August and only then can you see your scores/rating and payslip.
Earlier there used to be Below Expectation, Met Exp, Exceed Exp, Outstanding Exp. But this has increased to 5 ratings now - Outstanding Plus. What does that mean? Will more money will be distributed accordingly? NO.
Those who get OS+,OS will get their arrears and increased salary with 90% of performance bonus from July onwards in September salary. However, Exceed will get from October with no arrears and so on. Last 2 rating people might as well suicide.
Why the delay in salary and no arrears? Is there any special currency coming from a factory? If the company is going in losses (which is not true) why not stop the appraisals altogether. Atleast that will be a clear indication.
B. The HRs are for namesake. They are there to conduct interviews with new fools who come to the company. They will not help you find a project, they will not help you with administrative or employee related complaints or requests. However, they will get huge bonuses and a higher post every 6 months.
C. For any employee to get a promotion, one will have to wait indefinitely. It is minimum 3 years and max no limits. No one is there to judge you correctly, however, many managers come out of the wood work to keep you down. Why? Well, for ex you are a software engineer and to be a senior soft engg, you need a soft engg in the company to move to another position or resign so that his seat is empty (as there are set no. of employees). And that empty seat has many contenders. Also, new recruitments are happening so your chances get slimmer.
D. Most managers dont even work on MS Excel, they are there since 10-12 yrs in HCL and have reached good positions in HCL. If they'll go out they wont even know how to click start the application/technology they are managing supposedly. Sadly, they will kill your future.
E. Most work in HCL is useless. Freshers/experienced people are taken into projects without revealing how pathetic the tasks will be (good be ticket assignation or even grasscutting) and then you are stuck as you cannot ask for a release from a project before 18 months, and there is no guarantee that you will get a release after that.
So if you have a good opportunity in a different project, the current manager will not release you out of spite and jealousy. Also, if you come on bench you might as well resign as after one month your deployment allowance gets cut, the HR dont find you a project or inform you at all, and they even give you a blank sheet of A4 paper to sign that you are resigning. Was this information helpful? | 
Post your Comment