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Mavin
InfoTech manages its talent pool as the
primary source of differentiation. We have
a diverse network of professionals and the
indicative experience profile for various
skills is as per the following table:
|
Skill
Category
|
Experience
in Years (Number of People in
Table Fields)
|
|
1
|
2
|
3
|
4
Plus
|
|
|
VB
|
9
|
7
|
3
|
|
|
VB.Net
|
6
|
1
|
|
|
|
ASP
|
12
|
4
|
1
|
2
|
|
ASP.Net
|
7
|
3
|
1
|
|
|
VC++
|
8
|
7
|
2
|
1
|
|
VC++.Net
|
4
|
2
|
|
|
|
C#.Net
|
2
|
|
|
|
|
MS
Access
|
9
|
7
|
3
|
|
|
SQL
Server 7
|
12
|
4
|
1
|
2
|
|
SQL
Server 2K
|
12
|
4
|
1
|
2
|
|
SQL
Server 2K3
|
5
|
2
|
3
|
2
|
|
Oracle
8i
|
7
|
5
|
3
|
2
|
|
Oracle
9i
|
4
|
3
|
2
|
|
|
XML
|
8
|
6
|
3
|
2
|
|
Java
& JSP
|
3
|
4
|
4
|
1
|
|
PHP
|
4
|
2
|
1
|
|
|
MYSQL4
|
4
|
2
|
1
|
|
|
HTML
|
12
|
4
|
1
|
2
|
|
Cold
Fusion 5
|
4
|
2
|
1
|
|
|
Dream
Weaver
|
6
|
2
|
|
|
|
Flash
MX
|
3
|
1
|
|
|
|
Domain
& Application Area Skills
|
|
Manufacturing
|
12
|
|
|
|
|
Healthcare
|
3
|
|
|
|
|
BFSI
|
2
|
|
|
|
|
Consulting
|
12
|
4
|
1
|
2
|
|
Offshore
Work
|
12
|
4
|
1
|
2
|
|
Migration
|
11
|
8
|
|
|
|
Helpdesk
|
8
|
6
|
2
|
|
|
Team
Roles & Proficiencies
|
|
Associates
|
13
|
3
|
|
|
|
Managers
|
|
|
3
|
|
|
Trainees
|
6
|
|
|
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Our Recruitment Policy is based on
attracting talent from a variety of
sources like academic institutions,
training centers, job advertisements and
placement consultants. The first step is
to screen out the resumes and conduct
telephonic interviews of short listed
candidates. The next filtration step is a
written test / group discussion to check
IQ / EQ Levels. The final step is a one to
one discussion to access technical
proficiency and personal characteristics.
We verify with 3 references prior to
selection of candidate.
There
is an induction period of nearly a month
where the candidate is assigned a skill
area and is asked to study the code
samples for each of the skill criteria at
basic level. Once the candidate has
developed proficiency on all basic skills
for the allocated skill area, the first
assignment is generally an offshore
project where the skills are honed and the
progression is measured on a quarterly
basis. We have a system of weekly
individual role metrics and the
performance of the candidate is formally
tracked using these matrixes. Team
performance for each project is co-related
to cumulative score of team members on
individual role matrices to maintain
consistency.
Each
employee is assigned a ‘focus project'
and a ‘change skill area' at any point
of time. Typically our capacity
utilization based on billed work is about
65-75%. Hence all employees spend about
65-75% of their time on their respective
focus projects. The balance 25-30% of the
time when people are not staffed on
projects or client assignments is used to
build skills in the specific change skill
area assigned to the specific employees.
Building new skills is initiated with
classroom training covering all basic
skill criteria and is then pursued as a
self study process guided by leaders in
the “Skill Matrix” partition. Skill
Matrix measurement is used to track the
improvement in skills on a quarterly
basis.
While
we align ourselves to the market opportunities
we are not shy at setting up custom teams
for our clients who request such
services. We pride ourselves at the
ability to setup teams at the shortest
notice and execute projects with
"Quality and Speed". Our
team consists of members who posses the
maximum number of multiple skill
sets. This ability is the differentiating
factor.
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