The document provides information on the resource profile, competency center, recruitment process, performance management, and training and development process of Droisys, a software company. It details the department-wise and role-wise distribution of Droisys' 62 employees. It also outlines the competency requirements for each role and the multi-stage recruitment process, including interviews and tests. Performance is managed through goal-setting, appraisals, and training. A structured training needs analysis and calendar guide skill development.

2. Resource Profile of Droisys
Total No. of Employees : 62
Resource Profile - Department Wise
S.No Department No. of Resources
1 Design 5
2 Development 38
3 HR/Admin 2
4 House Keeping 3
5 Management 4
5 Quality Control 7
6 System Administration 3

3. Resource Profile – Based on the roles & Designations
S.No. Role/Designation Number of Resources
1 Admin/Operations Executive 2
2 Delivery Head 2
3 Designer 5
4 Director-Solutions 1
5 HR Executive 1
6 House keeping 1
8 Office Assistant 1
9 Project Lead 4
10 Team Lead 2
11 Quality Analyst 1
12 Software Engineer 25
13 Software Tester 13
14 System Administrator 3

4. Competency Center of Droisys
Competency Metrics based on Role and Experience Level
S.No. Role/Designation Experience Core Competency
1 Software Engineer- 0-1 yrs. Must be a B.E/ MCA with 70% in 10th,12th and
Trainee UG
Good Analytical skills
Proficient in any one programming language
Good communication skills
Positive Attitude and team player
2 Software Engineer 2-4 yrs. Must be a BE/MCA
Proficient in any one programming language like
.Net, Java, Flash or PHP
Certification will be an added advantage
Good in analytical skills
Good in developing and testing the code
Quick learner
Good communication skills
Positive Attitude and team player
Reporting to the Team Lead

5. 3 Team Lead 5-8 yrs. Must be a BE/MCA
Proficient in any one programming language
like .Net, Java, Flash or PHP
Expertise in risk escalation
Good in Developing and testing skills
Good in planning and tracking the project
Good Motivation skills
Good in Team Coordination
Good analytical and technical skills
Good knowledge in performance management
Excellent in communication
Reporting to the Project lead
4 Project Lead 7+ yrs. Must be a BE/MCA
Proficient in any one programming language
like .Net, Java, Flash or PHP
Good Managerial Skills
Good in Resource planning and management
Excellent analytical and technical skills
Good in Quality management
Good customer management skills
Excellent in communication
Experienced in Project Scope Management
Reporting to the Senior Consultant

6. 5 Software Tester 2+ yrs. Must be a B.E/ MCA with 70% in 10th,12th and
UG
Certification will be an added advantage
Good in analyzing the Requirements from the
client
Experienced in Preparing Test Scenarios
Experienced in executing the Test Cases
Experienced in defect Tracking
Experienced in preparing Summary Reports
Reporting to the Quality manager
6 Director-Solutions 12+ yrs. Must be a B.E/MCA, MBA
Experience in project management
Knowledge of circuit boards, processors, chips,
electronic equipment, and computer hardware
and software, including applications and
programming.
Experience in business and management
principles involved in strategic planning,
resource allocation, human resources
modeling, leadership technique, production
methods, and coordination of people and
resources.
Customer needs assessment, meeting quality
standards for services, and evaluation of
customer satisfaction.

7. 7 System Administrator 2+ yrs. Must be a Graduate
Good Knowledge about Linux Server
Good in Administration of Windows Server
Good in Vendor management
Good communication skills
Expertise in Setting up Version Control System
Expertise in Implementing Firewalls/Proxy
server
Good in Team Leading
Expertise in maintaining Inventory of all
Computer-related stock
Reporting to the CEO
8 HR Executive 1+ yrs. Must be a MBA(HR) or any HR related studies
Excellent Knowledge in sourcing through job
portals
Expertise in handling Joining and Relieving
Formalities of employees
Good knowledge about Appraisals
Expertise in employee engagement, motivation,
training and related activities
Good knowledge in implementation of
company's HR Policies
Expertise in Resource management
Good communication skills
Reporting to the CEO

8. 9 Admin/Operations 4+ yrs. Expertise in handling entire admin and finance of the
Executive Company
Expertise in Managing Payroll, Pay role processing and
sending intimation to bank
Invoice management
Good knowledge about budget allocation for all projects
Expertise in handling the compliance to tax and state
laws
Good knowledge about export and import procedures
Good in vendor management
Good communication skills
Reporting to the CEO
10 Designer 6+ yrs Must be a graduate
Expertise in designing tools like Adobe Flash, Adobe
PhotoShop, Adobe After EFX, Adobe Dreamweaver,
Adobe Illustrator.
Corel Draw
Expertise in 2D and 3D animation
Use computer software to generate new images.
Develop graphics and layouts for product illustrations,
company logos, and Internet websites.
Graphic Design Skills, Layout Skills, Creative Services,
Customer Focus, Creativity, Flexibility,
Attention to Detail, Deadline-Oriented, Desktop
Publishing Tools, Acute Vision, Handles Rejection

9. 11 Delivery Head 10 yrs. 10+ yrs. of experience in Project Delivery
Exposed to delivery planning, capacity planning,
migration practices
Must have handled multiple projects
Managing a delivery team of project managers;
ensuring the team implements their projects fully
in accordance with the company process,
procedures and system requirements.
Maintain and manage effective relationships with
a range of external project delivery partners
People management experience: leadership,
communication, negotiation, problem solving,
self-reliance, enthusiasm, team building,
performance management
Task and target orientated

10. 12 Quality Analyst 5+ yrs. 5+ yrs. of experience in Quality control
Must be a B.Sc. Computers or B.E
Strong knowledge in Quality Management
Systems
Knowledge of process improvement
methodologies and tools, statistical
methodologies.
Writes, revises, and verifies quality standards
and test procedures for program design and
product evaluation to attain quality of software
economically and efficiently.
Writes documentation to describe program
evaluation, testing, and correction.
Define and establish the overall quality strategy.
Review the strategies approaching to
determine, investigate, and resolve data quality
issues.
Utilize the profiling, quality tools and various
data sources in order to determine causes of
quality issues and to solve them.
Establish an on-going process to maintain
quality data and defining quality audit
processes.
coordination with the clients
Excellent problem solving and analytical skills.

11. Recruitment at Droisys
As a software product engineering specialist, Droisys understands the significance of hiring people with
the right talent and passion for technology. Our hiring methods have been designed keeping this in mind.
For Software Engineers/ Technical Positions.
We follow an elaborate process with the following steps.
• Need Identification by Project Manager /Head
• Requirement with necessary skill set, experience given to HR after approval from CEO
• Depending on the position, suitable candidates are invited by
• Advertisements posted on job portals
• Referral mails
• Walk-ins
• Sourcing from Job portals
• Campus Recruitment drives
• A candidate for a senior position(6+ years)undergoes 4 Rounds of interviews:
• Telephonic Interview by Team Lead/Project Lead
• In-person Interview – Project Manager
• Technical cum General Personality Assessment Interview by CEO
• HR Interview
• A candidate for the post of Engineer undergoes 6 Rounds of interviews and :
• Telephonic Screening by Team Lead to identify if the candidate has the required technical skills
• Hands-on System Test, if required by the team lead, where candidates are tested on their programming
skills

12. • In-person Technical Interview by Project Lead to test their subject knowledge
• Technical Interview by Project Manager
• Technical cum General Personality Assessment Interview by CEO
• HR Interview
A couple of rounds like PM and Project Lead In-person interviews can be combined based on the
candidate and the requirement.
Employee reference checks are done where mails are sent to immediate reporting authority of all the
previous companies that the candidate has worked at. Apart from this, telephonic discussion is also
carried out to validate the information gathered.

13. Employee Referral Program
Employees are encouraged to refer suitable candidates for positions at Droisys. If the candidate who is
referred by an employee gets selected, the referrer gets an incentive. This is mutually beneficial as it
eliminates elaborate referral checks and also gives the current employees a sense of involvement in the
organization’s processes.

14. Hiring Fresh Graduates
The new graduates and engineers with their inquiring minds and experimental attitude bring a unique
enthusiasm to the workplace. Droisys has an internship program for 3 months for the students in their
final year which allows them to work at Chennai Development centre. During this period they are
monitored and the best performing student is given a job offer. Recruitment drives are also conducted at
prestigious educational institutions to shortlist candidates.
This process includes the following steps:
• Candidates are screened on the percentages obtained in their high school as well as college. Consistent
scholastic performance is one of the key parameters.
• Candidates shortlisted in the resume screening are required to undertake a written aptitude test where
they are tested for their logical, analytical and verbal skills.
• The candidate’s programming ability is tested by a system test where they need to code a given program
in any programming language of their choice.
• Candidates who clear all the above rounds are shortlisted for personal interview rounds as below: Ability
to take ownership
• A fair team player
Droisys recruitment process is unique in such a way that, candidate interviewing for any position are given
a hands-on test – either machine, or to write a particular article, demonstrate a known skill/ability required
for the job etc. This has ensured that in our history, we have hardly hired a person who is not fit for a
position filled.

15. Hiring Fresh Graduates
Certain basic qualities that we look for in candidates when hiring and on which they are tested on…
• Integrity
• Loves technology. Lives for it.
• Great Analytical skills
• Budding Creativity
• Inquiring mind & fast learner
• Takes ownership
• A fair team player
All candidates irrespective of the position they are interviewed for are tested on the above qualities.

16. Performance Management
Performance Management at Droisys includes all activities that take place to ensure goals set for each
employee are consistently met in an efficient manner. The activities thus include
• Team & Individual Goal-setting – Quarterly Plan
• Appraisals
• Trainings and Certifications
Team & Individual Goal-setting
Droisys holds quarterly meetings with all employees – team/department-wise where each team can
showcase its achievements in the previous quarter and state the goals for the next quarter Discussions
are held across teams to also check for relevance and feasibility of the goals set. These meetings provide
an opportunity for employees to be involved in the goal setting process which increases accountability and
leads to higher levels of commitment.
Appraisals
The first step in the appraisal process is whereby the employees appraise themselves and rate their work
performance on Productivity, Quality, Ownership, Teamwork and Communication stating relevant
experiences from their work in the last 6 months. Candid and honest self-evaluation considering
achievements and short falls will help chart successful career growth. Forms will be sent from HR
department on due dates in the scheduled months.
These forms are then sent to the Team Leads and other stakeholders who assess and provide their own
feedback. Self-Appraisal of employees and the feedback on them by the Team Leads/Managers are
reviewed during one-on-one meetings with employees by the Project Manager and CEO.

17. Team Lead/Manager’s remarks are sent to the employees along with a schedule of Training or Skill up-
gradation proposals, if any. This also accompanies a proposal for revision of Pay Structure, based on the
feedback and ratings provided.
Trainings and Certifications
Relevant Training sessions are organized on a month on month basis identifying trainers within the
organization as well as arranging for external faculty where consultants with the expertise in relevant area
of work/technology are called to facilitate training. Droisys also sponsors certifications from reputed
institutes, conference participation, seminars, webinars etc. catering to the holistic learning and
development needs of all employees.
Appraisals at Droisys
Appraisals take place on yearly basis for all the employees. The first appraisal period begins from the 1st
of the month following the joining month of the employee.

18. Appraisal Process
Request raised by HR
Self Appraisal by Employee
Appraised Form Forwarded to Team
Lead/ Project Manager
One to One meeting (Employee ,PM &
CEO)
HR Meeting & Soft Copy of Letter will be
provided
Team leader remarks along with
schedule of Training or Skill up gradation
proposals and Revision of Pay
Structure will be mailed to Employee .

19. The appraisal process is as follows:
Self-Appraisal
All employees are required to appraise themselves to help their own career progress. Can did and
honest self-evaluation considering achievements and short falls will help chart suitable career growth.
Forms will be sent from HR department on due dates in the scheduled months.
Team Lead/Manager’s Appraisal
All Self-Appraisals are referred to the Team Lead/ Manager for their assessment.
Appraisal Discussions with the Employee
Self-Appraisal of employees and the feedback on them by the Team Leads/Managers are reviewed during
one-on-one meetings which are to afford proper career counseling and development.
Feed back to Employees
Team Lead/Manager’s remarks are sent to the employees along with a schedule of Training or Skill up-
gradation proposals, if any. This may also accompany a proposal for revision of Pay Structure, if so
intended/merited.

20. Training and Development Process at Droisys
Training and Development at Droisys is all about enhancing the skills-sets of employees in both Technical
and Non –Technical areas. Droisys aims to do this by designing and developing training calendar for every
quarter based on needs expressed by the employees. The process normally begins with identifying the
training needs, preparing a budget, acquiring approval from the top management, publishing the training
calendar, facilitating the training process in terms of logistic arrangements to create an environment
conducive for learning and ends with the pre and post training analysis. Each of the above processes is
explained in detail in the following section.
Process
1. Identify Training Needs
The process of Training Need Analysis involves identifying needs of employees in two major areas –
Technical and Non-Technical. Under each area, the Team Lead, upon discussion with his team members
lists down the specific topics on which each team member requires training. He also provides details about
the priority and level of training based on project and individual needs. All of the above information is
gathered through a training need analysis form that is circulated to all the Team Leads of different
departments. The information so collected is then collated and with the help of the Project Manager and
CEO, the training programs for the particular quarter are ranked and selected based on priority.
2. Estimate the Training Costs
Once the training topics are shortlisted for a quarter, steps are taken to identify trainers either internally or
from external vendors. In the case of external vendors, trainers are identified based on their proficiency,
experience, and cost.

21. Upon confirmation of trainer, information is sought about time duration of sessions, materials that need to
be procured, arrangements to be made. A budget is drawn taking into consideration all the costs involved
which will be sent to the top management for approval.
3. Acquire Approval of Budget from Top Management
The training budget so prepared after the need analysis and cost estimation is sent to the top
management for approval.
4. Publish Training Calendar
Upon receiving approval from the top management, the training calendar is published and circulated to all
as well as put up on the notice board. It is drawn in the following format:
5. Facilitate Training Process
Once the training calendar has been published, the next step involves creating a training environment
conducive for learning. This will include making necessary arrangements depending on the requirements
put forth by the trainer as well as the participants. Training Hall is then set up with the help of Admin and
System Admin departments.
6. Conduct Pre-assessment (Optional )
Prior to starting of the session, pre-assessment is conducted to understand the exact need of the
participant and also the level of the participant, so as to ensure the training is custom designed to best
impart the necessary skill. This is done by sending out a form to participants where they rate themselves
on certain criteria and also list down specifically what they are looking to learn from the session.

22. 7. Conduct Post-assessment
After completion of training session, post-assessment form is given to all participants where they provide
feedback on the session as well as write down if the learning needs identified them in the pre-assessment
form have been addressed. The information so collected is analyzed to test the effectiveness of the
training. The feedback from this session is shared to the trainers as well as used to plan future programs.
8. Conclude Training Process
The training process concludes by organization of all data collected into respective folders for future
reference. This would involve updating the List of training workshops conducted report, opening a new
folder for each particular training, adding the feedback from pre and post assessment form to this folder
and the reports, adding the PowerPoint presentation if any, to this folder, as well as, adding it to the
training material repository.
Training and Development Sponsorship
To meet the challenges of a competitive business environment, it is vital that there is an efficient team that
is keen to learn, improve and innovate regardless of the job positions held.
At Droisys, Employees are encouraged to make use of every opportunity given to increase job knowledge
and skills. The senior staff is further encouraged to impart necessary inputs by periodic training sessions
with the team members.
Comprehensive training programs covering a range of subjects relating to the business are conducted for
both new and existing staff.

23. Sponsorship for External Courses
The company sends employees for training to augment skills in specific areas such as technology,
communication, soft skills or other areas. Employees are also sent for industry events for their learning
and participation.
Career Development
Droisys always gives priority to promotion from within, provided suitable staff can be found possessing the
required job specification.
Hiring from outside sources will only be resorted to when no suitable staff with the relevant qualifications
and skills can be found from within.
Project
Manager
Project
Lead
Team Lead
Software
Engineer
Software
Engineer
Trainee

24. Benefits & Awards
Certification Program: Every employee who has been with the Company for a minimum period of 6
months may be eligible for reimbursement of one approved certification per year (as provided in the
appointment letter) when he/she passes the examination. The amount incurred for the program will be
reimbursed in six installments along with their monthly salary disbursement.
Droisys rewards exceptional performance of employees as reflected
Periodically an awards program is held with defined criteria for which employees are eligible. For example,
to celebrate the first year of operations, the Company held an Innovation Award (annually) where
employees contributed original product ideas, improvements to development process, and other
innovative solutions.