HUMAN RESOURCE

MANAGEMENT
29/12/2019

REPORT
GROUP : 1
COMPANY : QuEST Global

SUBMITTED BY,

Malavika Ambareesh -19027

Malavika Nair -19028
Mayuri Mohan -19029
Midhun S M -19030
Mohammed Habeeb -19031
Mourene Joby -19032
Nair Dinesh -19033
Nikitha V S -19034
EXECUTIVE SUMMARY
HR Policies are formal rules and procedures that dictate how certain matters should be
addressed in the workplace including employee rights and duties. HR Policies are tied to
employment law. To avoid non-compliance and penalties from the government, employer
must adhere to HR policies.
For the purpose of our study we have chosen and analysed the HR practices of QuEST
Global, Trivandrum. Using data collected from different sources we tried to examine the
strengths and weaknesses of the HRD of the company and came up with suggestions for their
improvement.
QuEST Global is a place which offers immense opportunities for fresh engineering graduates
to grow and build their career. Since it is multinational company they have a large customer
base from different regions which offers the employees an opportunity to work with some of
the leading fortune 500 companies. Like any other companies QuEST Global follows several
HR policies for the benefit of employees such as transportation policies, leave policies,
physical security & access policies and work environment related policies. But there are
several areas in which the company is lacking such as salary compression, office politics,
lack of training etc.

INTRODUCTION
QuEST Global (Quality Engineering & Software Technologies) is a product engineering
company in the Aero Engines, Aerospace & Defence, Hi-Tech & Industrial, Medical
Devices, Oil & Gas, Power, and Transportation verticals. As of February 2016, QuEST
Global is valued at USD 1 billion with a collective USD 350 million investment from Bain
Capital, GIC and Advent International as minority stakeholders in the company.
Vision: To be the Most Recognized and Trusted Global Engineering Partner to our
Customers.
Mission: To Drive Transformation for our Customers Through Engineered Solutions.
CEO : Ajit Prabhu
COO : Ajay Prabhu
HR Head : Ranjana Premnath

RESEARCH METHODOLOGY
PRIMARY DATA
 Telephonic interview:
We have contacted both the current and past employees and enquired them about the
companies work culture, HR practices and their feedback about the company.
  Survey:
For the purpose we have circulated a google form containing five questions among the
employees and received about 10 responses. Here we have asked the respondents to rate their
satisfaction level regarding the work life at QuEST.
SECONDARY DATA
The information is collected mainly through the HR policy document of QuEST, Website and
glassdoor employee reviews. Here we rated the reviews of the employees about the four
standards we set i.e. the work life balance, culture and values, career development and
benefits & compensation using 5-point scale.
SAMPLE SIZE
For survey, sample size is 10.
For statistical test, sample size is 30.

FINDINGS
Findings from HR policy document of QuEST

1. Physical Access and Security

The purpose of physical access and security is to establish standards for accessing secure
areas covering data centre, network closet, office work area and customer dedicated centres
in order to minimize unauthorised access to these locations
Policy Statement
 All physical statements must comply with applicable regulations
 Physical access to data centre, office work area and customer dedicated centres must
be documented and managed.
 All information resource facilities must be physically protected in proportion to their
importance.
 Access cards and keys
1. Key access to information resources facilities must have the approval of the
person responsible for it.
2. Requests for access to data centre must come from the data centre owner and
access card shall be provided by admin.
3. Access cards/ keys must not be shared to others, except those who work in
shift.
 Customers entry
1. Prior approval from IS & admin is a mandate for any customer or third party
laptop business critical material to be allowed into the quest premises.
2. Unique ID / serial number,model and reason and purpose of taking the
materials into the office premises must be provided by the concerned person.
  Personal visitor’s entry
1. Personal visitors like bankers, insurance companies etc after arriving at the in-
gate shall be directed to the reception by the security.
2. Immediate family members of employee shall be allowed to visit QuEST
premises during weekend and holidays only.
3. Visitor shall be directed to the waiting area and not work area unless there is a
definite purpose connected to QuEST Business

2. Work environment
The purpose of working environment policy is to provide support in establishing and in
maintaining the physical working conditions and resources that allows individuals and work
groups to perform their work efficiently without any distractions.
Policy statements
● good work environment is developed.
● suitable committees are established.
● physical and environment factor that degrade the health or safety of employees are
identified and improved.
● interruption that degrade the effectiveness of the work environment are identified and
corrected.
● Physical environment that are important for work performance are done properly.
● Enabler functions should provide adequate and suitable work environment.
● Physical environment and resources are identified and provided on time.
● Work environment practices and activities should be communicated to QuEST
employees.

3. Leave policy
Objective of quest leave policy is to provide a healthy work life balance and to cater both
business requirements and employee needs.
Types of leave
 Statutory bank holidays
 Annual Leave
 Quest declared holidays
 Sick leave
Annual leave
 20 days of paid annual leave
 Taken only against mutual agreement between employee & line manager.
 Leave must be authorised in advance & booked against respective annual leave code
in IPMS
 Annual leave eligibility will be prorated in case of new joiners
 Un-availed leave at the end will be forfeited
 An employee can encash the prorated un-availed annual leave at the time of
separation/closure of assignment
Quest declared holidays
 Upto 4 days of annual leave
 Employees working from client offices must follow the client declared holidays

Sick leave
 If employee is on leave that should be informed to line manager before 10.00am over
the phone personally.
 Eligible for statutory sick pay (SSP) only if The employee has been off sick for 4 or
more days in a row
 Those who avail sick leave must submit a self-certification form
 Doctor certificate must be produced if no. of sick days exceeds 5
 If the employee request, sick leave may be treated as annual leave.

Findings from Telephonic Interview

Few of the HR practises that we could learn from direct engagement with employees at Quest
are.
 Tie-ups with day care for children of the employees. 50% of the fee paid by Quest.
 Pickup- Drop facilities free.
 WFH if approved by managers
 Training center for non-performers.
 Maternity leaves 6 months, rest unpaid.
 During period of high employee turnover, the heads at top directly enquired the
reason with the help of survey and then took into consideration various needs of
employees.
 High level of politics is seen on the top
 Skill based project allocation not happening
 Basic training is not provided for people who is put in a new project

Findings from survey

From the questionnaire send to the employees it is found that the work life at QuEST Global
is not very hectic. Also the majority says that the career opportunities offered by the company
is very less and the HR department is not conducting regular meeting with employees to
know their requirements. Only 40% of the respondents said that they are happy with HR
practices of the company and the remaining people suggested for an improvement in HR
practices.
Result of employee satisfaction analysis done through glassdoor reviews and direct calls
Sample size: 30

 Majority of the respondents says that they are satisfied with the work life balance. It
may be because their work is not hectic.
 The culture and values of the company is satisfactory.
 Career development opportunities is high in case of fresher’s but low in case of
others.
 Most of the employees are dissatisfied with the compensation & benefits offered by
the company.
SUGGETIONS
 Market competitive pay system along with long term bond can be adopted since this
company is providing low salary.
 Encourage the employees to come with innovative ideas so that there will be good
leadership.
● HR should understand the skill of the employees and support them to grow the career
ladder
● Work should be allocated based on the skills.
● Regular firing and hiring can be avoided to maintain stability.
● Managers can make the goals to organisational level rather than making it personal.
● Shifts can be allocated according to convenience.
● Slave mode employees should also be provided with medical insurance.
● Training program or material should be providing to new employees as there is no
such program till now.
● Compensation and packages should be improved for the employees since it is seen
that the provided packages are less.
● Communication from the top level to lower level should be maintained, as their no
communication happening.
● Gender biasing issues to be looked into more seriously.
● Periodic job rotation is advisable as it is seen that people get bored of their routine
work.
● Encourage employees for certification programs like You pass, We pay.
● HR needs to understand the skills of employees and support them to grow up the
career ladder.
● Politics in the top management needs to be addressed seriously.
● Employee grievances needs to be taken into consideration seriously and employee
reporting platforms need to be strengthened.
● Employee feel the need of business casuals which many other organizations have
adopted.
REFERENCES
1. https://en.wikipedia.org/wiki/Quest_Global

2. https://www.quest-global.com/corporate/corporate-overview/

3. https://prowessiq.cmie.com/kommon/bin/sr.php?
kall=wscandocs&srchcriteria=entity&cocode=481455&coname=QUEST+GLOBALL+ENG
G.+PVT.+LTD.

4. https://www.linkedin.com/company/quest-global/

5. Employees working currently & ex-employees.