Infosys failed to show
Somehow I'm picturing a signed professional portrait of Rishi Sunak with the legend: one law for them, one in-law for me.
India's big four outsourcers averaged 22.7 percent attrition over the last 12 months, according to their recently published results, and that massive loss of personnel means customers will likely be served by less experienced staff. The attrition rates ranged from 27.7 percent at Infosys to 17.4 percent at Tata Consulting …
I started a role with Infosys during lockdown.
It was a remote role (obviously, given the time) but it lasted roughly 3 months. It took almost 7 weeks to get a laptop. It took me another 2 to get a working login to said laptop. I spent the next 3 weeks twiddling my thumbs not even knowing who I officially reported to or what contract I was supposed to be assigned to. And then they terminated my contract due to "making myself unavailable".
By which time I'd already found another job because while I know some people may find being paid to sit around doing nothing quite pleasant, for me it's horrendous.
The weirder thing is that when I started the new job I had a colleague who they had done the exact same thing to just before me!
That sounds rather similar to a situation I found myself in. Did a stint working for Accenture. They sent me an Accenture laptop despite knowing the contract I was working on had the client providing me a laptop to do all work on. I was expected to then maintain this Accenture laptop despite having no reason to use it. Now I can't seem to get rid of the bloody thing. They won't send anyone by to pick it up and I refuse to go even a single step out of my way to return it to them after the way I was treated. So I'm stuck with this useless laptop just sitting around collecting dust.
The quality was poor to start with.
I've cycled though a few of these over the years (not by choice I might add), and poor quality is the one consistent thing I've seen across them all. There have been more than a few meetings I can remember where the customer was literally screaming down the phone to have people removed from their account because of the mess they created.
The competent people (and there aren't many) don't last long for a couple of reasons. Money, and burn-out.
Some of the hypotheses put forward by the various executives in the OA could be tested if we knew the median length of service of those leaving.
A rough distribution (even just the median and quartiles) would be better.
Commercially sensitive information I guess.
For example UK teachers in schools: 9% leave teaching each year roughly. 15% leave after first year of teaching. The whole distribution is on the ONS Web site
Although annoyingly I can't link to the retention table directly
Over the years I've consulted for several clients who had India based teams I interacted with regularly enough that I got to know who on the team knew their stuff and who was dead weight. In my experience, yearly turnover for the best people was probably around 100%, and even for the dead weight was in the 25-50% range.
It was really annoying to be in a project that lasted six months and have to replace my POC for the India team twice during that time, requiring a week of catch up for the new guy each time. I actually fought with a project manager wanting to build in time for "India staff turnover" once, he wouldn't let me have it. I gave him a big "told you so" when their top guy left and it turned out he hadn't been keeping any of his underlings in the loop about what he was doing so we basically had to start their part of the project over from square one.
I guess the rule that pretty much the only way you can get a really big raise is to change jobs is just as true there as it is in the west.
That's outsourcing in a nutshell, cheaper but worse.
Well, its cheaper if you stay within the terms of the agreed deliverables and then gets very expensive quickly when you ask for a variation...
But afer all these years, plenty of companies don't seem to understand this - I guess their "IT managers" also suffer from rapid turnover and muppetry.
HCL has given users of versions 9.x and 10.x of its Domino groupware platform two years warning that they'll have to upgrade or live without support.
Domino started life as Lotus Notes before IBM bought the company and milked the groupware platform for decades then offloaded it to India's HCL in 2018. HCL has since released two major upgrades: 2020's version 11 and 2021's version 12.
Now it looks like HCL wants to maximize the ROI on those efforts – a suggestion The Register makes as the company today emailed Domino users warning them that versions 9.x and 10.x won't be sold as of December 1, 2022, and won't receive any support as of June 1, 2024.
The Japanese outpost of Indian services giant Tata Consultancy Services has revealed it is working on the "Internet of Actions" – an effort to bring the sense of touch to the internet.
Tata has paired with a Japanese upstart from Keio University, Motion Lib, to spearhead the endeavor.
TCS said it will eventually deliver a "new social infrastructure" by commercializing Motion Lib tech. But first and more practically, the company will create a demonstration environment for "real haptics" technology at its Digital Continuity Experience Center (DCEC) showroom.
Several US tech companies have taken a stance or issued statements promising healthcare-related support for employees following the Supreme Court's ruling to overturn Roe v Wade last Friday.
A Supreme Court draft opinion that was leaked in February provided advanced warning of the legal eventuality, giving companies plenty of time to prepare official positions and related policies for employees.
Without proper policies in place, tech companies could put themselves at risk of "brain drain" as employees become tempted to relocate to states where abortion access is readily available or to companies that better support potential needs as healthcare in the US is more often tied to an employer than not.
For bosses suffering the effects of the Great Resignation, IT decision makers taking part in this survey have a suggestion: go remote and you won't have any trouble hiring people.
That's the overall message from Foundry's 2022 Future of Work study, which examined the pandemic's impact on workplaces and how businesses plan to answer the big question on everyone's minds: do we stay remote, return to the office, or try some mutant hybrid approach of the two?
"[Pandemic-era changes] proved largely successful and once all the benefits of working from home became apparent, businesses began to rethink the structure of how their entire company works," said Foundry research manager Stacey Raap.
Infosys celebrated the first anniversary of the e-filing portal it built for India's tax authorities fixing another prominent glitch – this time a search functionality error.
Complaints about the error streamed in to India's Income Tax Department, which tweeted about the error on Tuesday.
Intel's PC chip division is the latest team caught in the current tide of economic uncertainty, as the company freezes hiring in the group.
In an internal memo obtained by Reuters, Intel told employees all hiring and job requisitions in the client computing group were on hold for at least two weeks. During that time, the chipmaker will reportedly be reevaluating its priorities with "increased focus and prioritization in our spending [to] help us weather macroeconomic uncertainty," Intel said.
The client computing group, which designs end-user hardware, is Intel's largest by sales, having generated $9.3 billion of the $18.4 billion Intel made last quarter. Despite its place at the top, the CCG's Q1 takings were still down 13 percent compared to the same time in 2021. It was also the only Intel division to lose money compared to Q1 2021, another potential reason for the hiring freeze in the sector.
Developers in the US with $11,000 to spend, three spare nights a week, and a desire to level up to become an engineering manager or architect have a new education provider to consider: Indian company Scaler, which has made America its first overseas destination.
Scaler has already seen 18,000 students graduate from its courses, which deliver three two-and-a-half-hour lectures a week. The entire course takes between six and nine months to complete.
The company told The Register its instructors are former employees of major technology firms, and its curriculum focuses on both high-level system design and lower-level coding concerns so that students emerge with the skills needed to devise and manage projects. Soft skills and career development are also taught during the program.
Microsoft has announced changes to labour relations policy for its US workforce that touch on noncompete clauses, confidentiality agreements and pay transparency.
“Microsoft is announcing new changes and investments aimed at further deepening our employee relationships and enhancing our workplace culture,” wrote HR execs Amy Pannoni and Amy Coleman on the company blog.
The pair wrote that the changes reflect employee fedback.
The UK's technology sector is continuing to hire and to bump up salaries despite the deteriorating economic outlook, at least according to accounting and consultancy outfit RSM.
RSM said that its Middle Market Business Index (MMBI) survey showed that fewer organisations in all sectors plan to increase recruitment during the second quarter of this year compared to the first quarter, down from 52 percent to 41 percent. The survey also found a drop in the number of businesses planning to recruit more staff over the next six months, which points to the labor market outside of the tech sector starting to cool.
The company cited reasons including the impact of the war in Ukraine, the hike in inflation, ongoing supply chain issues and weakening customer demand, which it says is having a dampening effect on middle market companies.
On March 23, 1976, a vote of the United Nations General Assembly brought into force the International Covenant on Civil and Political Rights – an international agreement that at Article 22 states "Everyone shall have the right to freedom of association with others, including the right to form and join trade unions for the protection of his interests."
And on June 2, 2022, Microsoft president and vice-chair Brad Smith blogged that the company has adopted four "principles for employee organizing and engagement with labor organizations", one of which is "We recognize that employees have a legal right to choose whether to form or join a union."
Microsoft was founded on April 4, 1975 so has had 16,872 days to consider the Covenant.
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