CAPABILITIES WHAT WHY WHO WHERE WHEN HOW

 Ability to recruit - Efficiency in assessing soft skill,
hard skills and attitude
skilful, motivated - Giving incentives
employees - Working on latest techn.
- Opportunity to work under
leaders
- To positively influence the
organisation’s culture
- To have better efficiency
- HR recruiters - At the Mindtree campus - During manpower planning - Entrance Test to assess technical and
- Talent - Campus placements - Creation of job description decision-making skills.
Acquisition - Skype interviews - During Campus placement - Updating HR with the latest skills
Dept. - Giving employees liberty at
workplace
- Improved work life balance
- Encouraging friendly competition and
creativity

 A systematic and - A KT document for future - To support the current - Existing - Inside the Mindtree training - During Project Transitions - KT documents
reference employees as they transition employees facility - Before the beginning of new - Instead of flooding employees with
short knowledge - Cross training mechanism to new technology - Coaches - Hotels projects details, invest in on-going training
transfer period - To do away with old version of - Mentors - College Classroom etc - During the execution of - By hiring better training professionals
tools and tech. and focusing on projects, as needed - Start practice of implementing latest
industry related tech during tech and tools on new projects
training period (better to begin with internal
projects)
 Handling Brand - Keep brand image intact (after - To retain market hold - Brand - Client site - During and after management - Delivering all Mindtree pending
acquisition) management Market shift (Mindtree – L&T) services
Image - Mental feedback of the team - Following same culture & timelines as
customers - Deliverable followed by Mindtree management
- Promoting good organizational team - Public relations team to create and
culture outside office too - Client facing maintain the image
- Meeting clients expectations on team - Offer friendly advice with no
time expectations
 Organisation ability - Better feedback system - To save cost spend on - Hr team - All work locations - Specially during salary hike - Giving challenging work to employees
- Better communication with training - KT team - It’s an ongoing process like work on latest tech., more client
to increase the stay employees - To maintain co.’s image - Team leader facing experience etc.
of employee in the - Timely addressal of employee - To retain quality/star and Project - Better salary hike
company issues employees manager - More re-creational activities
- Motivating employees - Employees
itself
 To assess - Set specific goals - Provide hike to deserved - Project team - Team Project - New Project Req. - Training Assessment
- Customer Services feedback employees - Individual’s - Client Services - Client expectations - Project performance feedback from
employees on the mechanism - Making people feel valued performance - New Technologies manager
right parameters - KPI parameter for more clarity - To motivate employees & - New responsibilities allocated - Quarterly assessment of employees
- Comparing last year have competition to employees - Initiate proper action based on
performance with current one feedback
 Ability to - Better management and style - To increase employee - Employees - Office - During acquisition - By organising team activities
of handling employees productivity from both- L&T - Client location - During merger - By giving employees more liberty at
Influence - Better strategies and - To create healthy and Mindtree - It’s a continuous process work
organisation’s procedures to achieve the atmosphere in the org. - New joinees - Creating transparent reward system
culture positively targets of org. - To align employees’ goals - By creating more leaders out of
with the company’s goal employees

 Ability to manage - Set deliverables - For Client Satisfaction - Marketing - Client site - During Project delivery and - Proactive interaction
- Set timelines - For Client retention team - On Skype maintenance - Develop customer centric approach in
client expectations - Set quality standards employees
- Set realistic expectations
 Ability to analyse - Use standard forecasting - For better capacity planning - Forecasting - Centralized forecasting team - During production analysis - Gathering past data from each sales
methods & management team - Regional data collection (before production & capacity team
& meet demands - Accurate data collection - Sales team team planning) - Analysing data holistically
- - Take regular feedback from clients
and customers
 Training & - Proper technology training for - Minimize effect pf new - R&D - Office - On continuous basis - Industry experts/specialists to handle
employees technology on current department - On-site - When new technology comes training
development for - Smooth technology transition services into market - Awareness about the trends in the
new technology - Focus on what matters (based market
on s/w features and client - Studying competitor’s tech tools and
requirements) implementing the same after
- assessment
- use online training materials
 Ability to reduce - Identifying in-efficiencies and - To reduce losses - Finance team - All departments - During training - Out-source tough task to 3rd party
working on them - To use that money - Operations - During hiring specialist
operational cost - Embracing latest technologies somewhere more team - While dealing with clients - Recruiting less but quality employees
- Cancel unused services productively