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 |
|
|
ASP |
12 |
4 |
1 |
2 |
|
VB |
9 |
7 |
3 |
|
| VC++ |
8 |
7 |
2 |
1 |
| ASP.Net(2.2 & 3.5) |
7 |
3 |
1 |
|
| C#.Net |
7 |
3 |
1 |
|
|
VB.Net |
6 |
1 |
|
|
| VC++.Net |
4 |
2 |
|
|
|
MS Access |
9 |
7 |
3 |
|
|
SQL
Server 2k |
12 |
4 |
1 |
2 |
|
SQL
Server 2K3 |
5 |
2 |
3 |
2 |
|
SQL
Server 2K5 |
5 |
2 |
0 |
0 |
|
Oracle
9i |
7 |
5 |
3 |
2 |
|
Oracle
11i |
4 |
3 |
2 |
|
|
XML |
8 |
6 |
3 |
2 |
|
Java
& JSP |
3 |
4 |
4 |
1 |
|
PHP |
6 |
4 |
4 |
|
|
MYSQL4 |
6 |
4 |
4 |
|
|
HTML |
12 |
4 |
1 |
2 |
|
Cold
Fusion 5 |
4 |
2 |
1 |
|
| Dream
Weaver |
6 |
4 |
4 |
|
| Flash
MX |
3 |
1 |
|
|
| Linux Administrator |
2 |
|
1 |
|
| Windows Administrator |
2 |
1 |
|
|
|
Domain
& Application Area Skills
|
| Manufacturing |
12 |
|
|
|
| Healthcare |
6 |
|
|
|
| BFSI |
2 |
|
|
|
| Consulting |
12 |
4 |
1 |
|
| Offshore
Work |
30 |
4 |
1 |
2 |
| Migration |
11 |
8 |
|
|
| Helpdesk |
8 |
6 |
2 |
|
| Content Monitoring |
6 |
6 |
1 |
|
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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