Mr.

Bhakra, MD of AQMT Company doing the performance review of sales team of 8 who
handles business growth, 8 out of 6 sales team member were associated with organization for
more than 8 Years. So past couple of quarter business has gone down & MD wants to know
reason of slowdown of business by 30% & issue with acquisition of clients for new innovative
product names “iSOC” & Script less Testing. 2 of sales Team who are just finished years with
organization got ultimate of bringing the business of 30 Lakh in next couple of month or else
look for new opportunity for yourself.

AQMT Ltd.
AQMT Ltd. Is in IT Software service sector, providing software testing services to Banking,
Insurance & Financial Market (Capital market organization), and Exchanges in India,
providing manual testing of software developed by these organization & along with this some
auxiliary Load & Performance Testing & Security Operation Testing too.
AQMT was set up in 2000 by 3 partners who were CA & ISO certified people, by keeping
view of IT innovation during that period & took step. Company was register under MSME act
in India so was enjoying benefits of that too. During this period they worked with all major
players in the sector & where got names themselves for. They made very good profit throughout
the time period but not till couple of quarters.
Services bouquet of AQMT to Clients:
1. Functional Testing of Application
2. Digital Program Testing
3. Test Automation
4. Security Testing
5. Load & Performance Testing
6. Risk & Audit Services
7. Information Security

Software Testing service sector competition was there, some 12 organization where operating
all of India with diversified portfolio of services offered too with domain oriented expertise
services. Oher than this Local software testing firm as well as some start-up organization where
get established in recent time period also affected business. Company was awarded couple of
time with well know awards in Industry for their innovative services offered.
In Competition market share of AQMT was rose up to 16% during this period.

During 2016 September, 2 Partners took decision to separate this organization as they become
conflict for business purpose because AQMT used to do Manual Testing & Security testing of
application. & AQMTD core area was to do Audit services & ISO Audit, IT Policy making,
VAPT & many more & AQMTD was focused to
Due to split up business AQMT look completely into testing part & AQMTD looked into Audit
part in BFSI Sector.
Decision of splitting up of was impulsive in nature they consider that registration & licenses
will be important other documents will be taken place in due course of action. Most of the thing
fall in that trap Sales team in on fire during that period; agreement o client with old name to
new name, change of bank account for transaction, bill were pending , cheque got bounce due
to incorrect name all mess & that all was sales team inefficiency as declare by MD & CFO.

AQMT’s organizational Structure

MD

COO

Procurment Finance HR CSO

Load & Sales & Marketing

Manual Testing Automation Security Recuritment Team
Perfromance Team

Resource
Banking UI Developers ISO certified Sales Support
Management

Automation Employee
Capital Market VAPT
Engineer Engagement

Documentation
Insurance team

Attendance & Salary

Process

Role of HR Department in AQMT:

AQMT is registered under MSME act , and now having approximately 800 employees
including everyone. Major challenge & role of HR in organisation is recruitment only, majorly
their focus is on recruitment of qualified tester for organisation from competitors & other
players who looking for opportunity, their target is fixed to recruitment on experience candidate
align interview on Saturdays , so all Saturdays of month where occupied for interview so called
“ Interview Drive “ each Saturday was allocated to specific domain & interview process used
to start at 10.00 am in morning & used finished in the evening around 8.30 – 9.00 pm , all day
long process for only 3 -4 round , if candidate got selected then for final discussion will be
done next week Wednesday & HR head had strategy for offering candidate package ; Like
someone who is willing to join immediately will get 10-15% lower than his/her previous
package , some ready to join 10 -15 days will assured to give 10-15% after his/her confirmation
after 6 months, who is on notice period on 30 Days plus for them they will offer purposely 20%
hike so that was funda of HR manager. She was succefull in that past couple of year & she is
in limelight of Director as cost saving “earner” for organisation.
Hr team is consist of only 15 persons including HR HoD, Six of team member will focus only
on recruitment & they have to select at least 15-20 people in month to earn their incentives at
the end of year, whomsoever missed that target at least 4 times in year will missed additional
incentives.
3 of team member where working with procurement head as Resource Management, where
they have to check all the & need to keep updated all resources details as which project they
are working, from where they deployed in previously & inform the resources on bench to
procurement head & Track & maintaining deployed resources attendance.
2 of the team member need to take care only documentation process such as joining and on
boarding process & when some one leaves organisation that time only exit formalities. Only
this two things they have to maintain but still lethargic behaviour to do work load.
One senior member will look into attendance of all employees & cross check with Biomatrix
who are working from office location & who all are working on client side then attendance
sheet from client, need to check in excel & then forward that to Finance team for salary process.
Other team role as employee engagement activities but after the approval of HoD only
HR HoD MRs. Nikeeta, who reserves all rights in HR from signing of offer letter to official
letters of HR, additional role of Compensation & benefits and most importantly review process
& then giving yearly performance review of all employee nd giving them award as per their
performance in monetary way, like giving increment or giving bonuses.
Being HoD she had rights to maintain HR policy nd look into that these policies where followed
or not. But past 6-7 months HR policies where changes without informing & most of the HR
team member where unaware of changes. So she was influenced by Procurement head to make
this changes, who is becoming new COO of organisation as rumoured. Because he is putting
his authority in every department.
So in the 800 plus staff most of the employee aproximatly 80-83% where on the 3rd party
payroll, so HR team no need to take care of them directly. There is Bond of 2 years for
employee who don’t have more than 4 year experience in respective role, so they need to sign
bond & bond rules where strict most of them didn’t understand to candidates.
Performance review is basically done through your personal relationship with your Manager
nd HoD, & after the final approval from procurement HoD, no such formalities on that.
Previously the confirmation & appraisal used to do throught out the year process, but suddenly
it changed nd communicated that this year onward confirmation & appraisal will take into half
yearly basis, 1st in October & 2nd will be in March; this new policy created unrest into employee
due to increased waiting period. There is fixed tabular format decided by HoD HR on appraisal.
1st year - 25-30 %
2nd year - 20 – 22 %
3rd year - 20 %
4th Year – 15%
Nd 5th year onward – 15% fixed + additional benefits of New corporate SIM
7Th year – 15 %
10 year – 20% + official Handset + Corporate SIM + Additional Health Insurance cover other
than group insurance

For HoD & project manager appraisal system is How many projects they completed in the
quarter & in Years & how they are increasing business with clients internally. & lastly their
interpersonal relation with Procurement Head; so Mr. kadam HoD of Banking team is unhappy
this year because he was expected to get higher % increment because too many successful
project completion including some prestigious project but he was not following orders of head
he didn’t received what he expected & then he took decision of leaving organisation & after
that banking team is like soldier without captain. & has to face lots of issue.
For HoD compensation is how many project got completed in quarter and they are eligible for
10k minimum.