Resemble Systems

Proposed Org Structure

Way Forward...
Application Delivery Team – Org Structure [proposed]
Application Delivery Team – Current Structure
Application Delivery Team

Delivery Head?

Technical Delivery Team Enterprise Architecture QA Team UI / UX Team

Rahul Mohan Jithin Jayan QA Manager?? UI/UX Manager??

Application Suresh Malagar Technical Lead Lead Solution

Sabari[replace] BA Lead QA Lead?? UI/UX Lead
Support Lead (TL) 3 ?? Architect??

Senior Support Senior Software Senior Solution Senior UI/UX

Shivakumar (SSE) Bi Developer Subhash C (SBA) Senior QA - Satish
Engineer Engineer Architect?? Designer

Software  Solution  James Joseph

Support Engineer Vishnu Kota (SSE) Associate BI Sheetal H (BA) Mounika M (QA) 
Engineer Architect?? ** (Ui/UX D)
Developer
Associate  Associate
Associate Muhamed Dominic Joseph
Software Associate BA Solution  Sriranga U (AQA)
Support Engineer Ramshid (SE) (UI/UX AD)
Engineer Architect??

Mohamed
Fawaz (ASE)
Mukhthar (ASE)

Shakeeb (ASE) Sowmya B (ASE)

Rohini B (ASE) Ismail T (ASE) Legend

Immediate Hiring Team Lead
Rukiya B (ASE) Ramees P (ASE)

Planned
Ramshad Planned Hiring Senior Resource
Roshit V (ASE) Promotion
[removed] ** SA needs to also look at new
proposals from clients and estimation Notice Engineer/Assco 
Asif M (ASE) Abhishek K (ASE) needs to done along with PM and TL  Period/Absconding Engineer
I M S Team – Org Structure [proposed]
IMS Team – Current Structure
IMS &
PMO Team

Head of IMS & PMO

[Farrukh]

PMO IMS

Project
Senior Cloud Senior Security Senior Infrastructure 
Manager
Expert - Vinay Expert Expert
[Vajih]

Asst Project Associate

Associate Security
Manager [Rishi] Senior Cloud Infrastructure 
Expert
Expert - Manikanta Expert

Project Coordinator
[Ayisha Tabassum] Associate Cloud
Expert Hari ; Raees

Associate Cloud
Expert Prem; Shoaib
Legend
Immediate Hiring

Planned Hiring Current

Notice
Period/Absconding
HR & Operations Team – Org Structure [proposed]
HR & Operations Team – Current Structure
HR & Operations
Team

COO
[Abdul Alim]

Human Resource Administration, HouseKeeping, Security & Compliance 

Learning &
Recruitment Operations Procurement (India)
Development

HR Recruitment HR Operations Procurement Administration &

L & D Executive Housekeeping
Manager Manager Manager
Manager

HR Recruitment HR Operations
Procurement Office Administrator
Lead Generalist
Executive [Najeeb]
[Vanithamani] [Sajesh]

HR Recruitment
Executive Office Boy

Legend
Immediate Hiring

Planned Hiring Current

Notice
Period/Absconding
Marketing & Inside-Sales Team – Org Structure [proposed]
Sales Team – Org Structure [proposed]
Hierarchy Pyramid [proposed]

H
G
F
E
D
C
B
A
 Grade Structure
Delivery Team Solution Architect UI/UX

Promotion Promotion Promotion

Grade
Designation Exp in Yrs Eligibility Grade System Salary Range Designation Exp in Yrs Eligibility Grade System Salary Range Designation Exp in Yrs Eligibility Salary Range
System
duration duration duration

(A1~ 0-1) (C1~4-5) A UI/UX (A1~ 0-1)

ASE 0-2 1 yrs (A2~1-2) SA 4-6 1 yrs (C2~5-6) 0-2 1 yrs (A2~1-2)
(A3~0-2)   (C3~4-6)   (A3~0-2)  
(B1~2-3) (D1~6-7) UI/UX (B1~2-3)
SE 2-4 18months (B2~3-4) Lead SA 6-8 24months (D2~7-8) 2-4 18months (B2~3-4)
(B3~2-4)   (D3~6-8)   (B3~2-4)  
(C1~4-5) (E1~8-10) S UI/UX (C1~4-5)
SSE 4-6 24 months (C2~5-6) EA 8-11 36 months (E2~10-11) 4-8 24 months (C2~5-6)
(C3~4-6)   (E3~8-11)   (C3~4-6)  
(D1~6-7) (F1~11-13) UI/UX Lead (D1~6-7)
TL 6-8 24 - 48 months (D2~7-8) P EA 11-16 min '5 years (F2~14-16) 8-10 24 - 48 months (D2~7-8)
(D3~6-8)   (F3~11-16)   (D3~6-8)  
(E1~8-10) (G1~16-18) UI/UX Manager (E1~8-10)
TDM 8-12 48 months (E2~10-12) VP EA 16-20 min 4 years (G2~18-20) 10-12 48 months (E2~10-12)
(E3~8-12)   (G3~16-20)   (E3~8-12)  
(F1~12-14)
(H1~20+)
Delivery Head 12-16 48 months (F2~14-16) CTO 20 & Above  
(F3~12-16)    
(G1~16-18)
VP Engineering 16-20   (G2~18-20)
(G3~16-20)  

Business Analysis Quality Assurance

Promotion Promotion
Designation Exp in Yrs Eligibility Grade System Salary Range Designation Exp in Yrs Eligibility Grade System Salary Range
duration duration
ABA (A1~ 0-1) AQA (A1~ 0-1)
0-2 1 yrs (A2~1-2) 0-2 1 yrs (A2~1-2)
(A3~0-2)   (A3~0-2)  
BA (B1~2-3) QA (B1~2-3)
2-4 18months (B2~3-4) 2-4 18months (B2~3-4)
(B3~2-4)   (B3~2-4)  
SBA (C1~4-5) SQA (C1~4-5)
4-6 24 months (C2~5-6) 4-6 24 months (C2~5-6)
(C3~4-6)   (C3~4-6)  
BA Lead (D1~6-7) QA Lead (D1~6-7)
24 - 48
6-8 24 - 48 months (D2~7-8) 6-8 (D2~7-8)
(D3~6-8) months (D3~6-8)
   
BA Manager (E1~8-10) QA Manager (E1~8-10)
8-12 48 months (E2~10-12) 8-12 48 months (E2~10-12)
(E3~8-12)   (E3~8-12)  
Application Delivery Team – Org Structure [proposed]
Team Distribution Guideline:
Org Grading system to align with the proposed org structure, to identify the gap and map the current resources and plan the onboarding the
forthcoming resources appropriately.

• Technical Delivery Manager – each TDM to manage maximum of 35 resources. As we expand, we need to have additional TDM within
Delivery Head. Project complexity will also be one of the criteria for team distribution and structure.

• Team Lead – each team lead to manage maximum of 15 developers.

• Application Support team to be established separately so that the primary engineering team can focus on the projects and post
application support to be handled over to application support team.

• Enterprise Architect team to be established and need to identify, nurture and/or acquire new resources to build the Solution architecture
team.

• Quality Assurance Team to be established to ensure QA process, methodologies, tools & technologies to be established. QA team is
critical for RS to ensure quality outcomes are delivered to customers.

• Creative team to be established (UI/UX engineering team) to ensure that a separate capability is built and ensure quality deliverables are
ensured.

• Business Analyst to be established as we expand such that it operates independently and still associated with the project team.
Performance Monitoring Policy [proposed] work in progress
The following document will capture the policy related to performance of the employees. Basis which actions will be taken accordingly.

• Low/Bottom performing employees to be issued with a PIP (Performance Improvement Plan) listing down the areas of improvement for
their respective job skill along with due dates of completion (preferably 30 days). This period can be extended upto 90 dates basis the
approval of reporting manager and HR

• If there is no considerable or upto the expectation improvement by the employee in PIP, the following actions need to be performed.
• Issue Warning Letter 1 for next 15 days to improve the skill required
• Move the resource from a client project to an existing support project
• Promotion will be delayed for 3 months if approaching

• Uninformed leaves, not responding to managers calls/messages/emails for 3 consecutive days, inappropriate usage of company assets
and other instances as captured in HR Policy will result in issuance of Warning Letter 2

• In case of abusive behaviour, drinking during office hours, intentionally damaging company assets, violent behaviour against co employee
and other such instances as captured as part of the HR Policy will result in issuance of Warning Letter 3 or termination of services with
immediate effect

• Spending the minimum tenure as per the revised grading system does not automatically lead to promotion/appraisal