Work Culture

Unisys’ open culture aids motivation

HR initiatives at Unisys Global Services India are tailored to make its working environment employee-friendly, says Vinutha V

The global offshore centre of Unisys Global Services (UGS) India, set up in April 2004, has both BPO and software services. With 206 employees currently, it aims to increase its staff strength by 1,000 by end- 2005. Most of its HR policies are in line with the global HR practices of Unisys, which are built on a strong sense of ethics.

“We use ethics in a concrete sense. A lot of importance is given to our code of ethics because it helps the company to stay clear with employees and customers,” says Mukul Agarwal, Managing Director, UGS India. Soon after joining, every employee undergoes a rigorous online training exercise. The training in ethics comprises certain case studies, situation analysis, and analogies. The employees are then certified for the training. The code of ethics is updated every year, and all employees need to undergo the training and re-certify themselves. This is taken very seriously since it helps avoid corruption, and makes people conscious about accepting gifts.

Unisys University

While recruiting candidates, Unisys takes a scientific approach by assessing both hard and soft skills. After the selection, candidates are allowed to visit the campus to obtain their appointment letters. The company bears the cost of travelling for outstation candidates. On the first day for new recruits, Unisys has a one-day session where all the department heads address them. From the second day, employees undergo online training in record management, office safety and security, sexual harassment and computer ergonomics.

Training is much emphasised at Unisys. It has over 4,000 training programmes under the aegis of Unisys University. Based on their convenience, candidates can choose between online or classroom training. Under a 90-day online training programme, employees learn about the policies, procedures and work culture of the company. The training staff closely monitors the candidates’ performance.

These training programmes not only help employees to develop for the next level of seniority, but also help them learn about their new responsibilities once they are promoted. Besides giving employees promotion, the company encourages them to upgrade their technical skills. The Dual Career Growth programme offers employees the option to choose between the managerial and technical sides for their career growth.

Care & communication

“All HR activities are centred on making UGS an employee-friendly company, caring for its people and communicating with them at all levels,” says Benny Augustine, Director of HR at UGS. According to Agarwal, when employees feel they are a part of the organisation, it can become a factor that motivates them to stay on in the company. “As part of this, it’s necessary to inform people about the company’s growth path and future,” he adds.

Another factor that helps in motivation is giving realistic assessments, and trying to align individual priorities with the company’s expectations. An open culture is stressed upon at Unisys, which means communication at all levels across the company’s operations world-wide. The global telephonic facility given to employees is a testimony to that. The extensive intranet facility encourages performance counselling and meetings on the net for a better communication pro-cess. Under the Career Fitness programme, Unisys allows employees to have a better career path.

Flexibility & trust

Flexibility and trust at the workplace are major enlivening factors for an employee. They never use time-sheets to track employee movements on a daily basis. But an employee must enter the number of working hours through the Web Time system. As long as it does not affect the work, employees can divide their 40 hours of work a week based on their convenience.

The company thus allows people to balance their professional and personal lives. Unisys is also taking social responsibility initiatives, especially in education, in which it plans to involve employees as well. Employees will be encouraged to participate in IT education at universities and schools, especially schools for under-privileged children.

Then there’s Spandana, an initiative by and for employees. Various fun activities, cultural programmes (including rock shows and get-togethers) are held every month. UGS also contributes to Spandana through guid-ance and funding.

vinutha@expresscomputeronline.com