TECHLOGIX

The Resourceful Humans

POINTS OF
DISCUSSION

Objectives and Research Methodology

Introduction of the IT Industry

Introduction of Techlogix

Analysis

Techlogix: HR Department

Recruitment and Selection

Compensation Management

Work Environment

Motivational Techniques

Employee Conduct and Discipline

Recommendations
 ACKNOWLEDGEMENTS
We would like to express our gratitude to the

HR teams at Techlogix and NETSOL who aided

us in our research.

A special thanks to Rehan Tariq and Haris

Salman from Techlogix and Rashmila Rauf from

NETSOL   
OBJECTIVES AND RESEARCH
METHODOLOGY
Conduct primary and secondary research

Interviews and observation

Collect hard and soft data

Analyse Techlogix as a whole

Analyse the role of the HR department at Techlogix

Find areas of improvement

Provide recommendations
THE IT INDUSTRY
Software companies, data centers, incubators, gaming

studios etc.

Overseen by the Ministry of Technology

The growth of the IT sector in the past decade

Software market

IT companies in Pakistan
 TECHLOGIX
5
LOCATIONS

350+
EMPLOYEES Global consulting, IT services and business solutions company

formed in 1996.

International clientele.

Helps its clients use innovation and emerging technologies to

50+
SERVICES digitally transform their businesses.
CUSTOMERS

48
SAAS
CUSTOMERS
TECHLOGIX: SERVICES
Innovation and software product engineering (ISPE) which covers
INNOVATION
projects ranging from complete platform development to

development of specific modules.

Application services, business process management, cloud

transformation, data and analytics, enterprise mobility and

DIGITAL
integration services.

Core banking, digital transformation, compliance and risk

management services (Only IT company in Pakistan to offer this

service) FINANCIAL
POLITICAL ENVIRONMENTAL
SOCIAL

LEGAL
ECONOMIC TECHNOLOGICAL
 WEAKNESSES

STRENGTHS Salary disparity

Promotion stagnancy
Workplace environment
Recruitment techniques

Performance management
Product demand forecasting

system Marketing

Organization structure limits

Financial solutions in Pakistan
expansion
Motivation techniques
Lack of focus on local market

THREATS

OPPORTUNITIES Globalization

Government policies Other IT companies in Pakistan

Devaluation of currency BPM and the development of

new technologies
 DRIVING FORCES RESTRAINING FORCES

Flex time
Non financial perks
Work from home
Lack of power dynamics
Noncompetitive salary
Performance based incentives
Inflexibility to adapt
Effective communication
High turnover rate

Effective feedback system

Motivation for women

Open door policy

 TECHLOGIX: HR
6 employees

Two main parts: Core (5 employees) and Support

(1 employee)

Support HR handles travel of the employees in the

Lahore office

Core HR responsible for recruitment and

selection, organisational development,

compensation and benefits, training and

development
 STAFF
CLASSIFICATION

Executive Engineer

Senior Engineer

Principal

Manager

Director

Senior Director

Vice President

Senior Vice President

CEO(s)
 RECRUITMENT AND SELECTION:
HIRING NEEDS

EXPANSION REPLACEMENT
 RECRUITMENT AND SELECTION:
RECRUITMENT PROCESS

HEADHUNTING CAMPUS RECRUITMENT

 RECRUITMENT AND SELECTION:
APPLICATION PROCESS

TECHNICAL
SHORTLISTING
INTERVIEWS

HR INTERVIEWS FINAL INTERVIEW

 PROBLEM AREAS
33.3% 33.3%
33.3% 33.3% 33.3% 33.3%

33.3%
33.3% 33.3%

Zoho Recruit Selection

Employer Brand
Software Criteria

33.3% 33.3% 33.3% 33.3%

33.3% 33.3%

Replacement Salary Disparity

COMPENSATION
MANAGEMENT

Importance of Compensation Management

Salary and Benefits:

Annual Bonus

Annual Pay Increases

Salary Disparity:

Generally salary increases up the ladder

Exceptions exist based on job role and description

COMPENSATION
MANAGEMENT

Employee Turnover Rate

Generally 2:1 ratio

Leave for higher studies, better jobs

Growing start-up culture in Pakistan, especially Fintech

Engineering level highest turnover

Car Financing/Maintenance
COMPENSATION
MANAGEMENT

Leaves:

Vacation

Sick Leave

Maternity Leave

Bereavement Leave

Matrimonial Leave

Hajj Leave
 WORK ENVIRONMENT
CONS
PROS No proper training programme

Friendly and supportive environment Lack of incentives for female workers

Lack of power dynamics Lack of flexibility in working hours

Team Flextime Strict policy against 'working from

Training and home'

development opportunities Lack of learning beyond a

Recreational activities  point/monotony

Performance management system Poorly managed internship programme

No support for mental health problems

No interdepartmental teams

Workplace layout and restricted

recreational facilities

Performance appraisal not holistic

MOTIVATIONAL
TECHNIQUES

Importance of Motivational Techniques

Annual Bonuses

Achiever of the Month

Medical, Dental and Optical Coverage

Out-patient expense reimbursement, maternity

expense reimbursement and in-patient group medical

insurance

Health and Sports Club Memberships (co-gym at

office as well)
MOTIVATIONAL
TECHNIQUES

Team Fund – PKR 25,000

Company lunch every alternate Friday

Cricket matches every Wednesday

Formal dinners

Inside/outside city trip for its employees

Techlogix arranges and partially sponsors one 3

day out-station trip for employees and their

families

Staff Classification/Promotions

Travel and Vacation

 PROBLEM AREAS
33.3% 33.3%
33.3% 33.3%

33.3%
33.3%

High Turnover Startup 

Rate Culture

33.3% 33.3%

33.3% 33.3%

33.3%

33.3%

Number of Hierarchical

people rejoining Structure and

Promotions
 EMPLOYEE CONDUCT AND
DISCIPLINE

Classification of Definition of harassment

misconduct Policies against

Policies against harassment

misconduct Sexual harassment cases

Resolution of disputes

MISCONDUCT HARASSMENT
 PROBLEM AREAS

33.3% 33.3%

33.3%

Prevention
33.3% 33.3% 33.3% 33.3%

of harassment

33.3% 33.3%

Sexual Prevention of

harassment case misconduct

 RECOMMENDATIONS
LinkedIn Recruiter
Provide funding for higher
Posting ads and using
education
local recruitment
Better policies to prevent
agencies
sexual harassment cases
Internal recruitment and
Competitive salary
referral programmes
Diversify niche of work to
Develop a more cohesive
avoid stagnancy in
selection criteria
employee work
Hire translators to
Better incentives for
communicate between
female workers to
the development and HR
balance female-male
teams
ratio
 RECOMMENDATIONS

Deploy a

continuous replacement

process Improve workplace layout

Create a better employer Create a more holistic

brand performance appraisal

Create training for Flatter hierarchy

workplace culture Proper vision and goals

Training portal 

Competitive salary
Conclusion