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Work Culture
A different motivation
Vinutha V on how SoftJin Technologies has created
a motivating work atmosphere by offering innovative learning and leave initiatives.
SoftJin Technologies is an Electronic Design Automation (EDA) software services
company that develops customised tools for specific requirements of semiconductor
and EDA product companies. The organisation, which was established in 2000,
hires engineers mainly from computer science and electronics domains. The company
believes in hiring fresh candidates who can be moulded as per its requirements.
Beginning with an introduction to the organisation, the initial training period
lasts for 45 days. Programmes on EDA aspects, algorithms, C++ and a few more
generic concepts are also taught as a part of the initial training.
‘Technoforum’ for technical learning
Effective communication is necessary for successful business and SoftJin pays
lot of attention to information exchange among employees. The chief executive
officer speaks to all employees every month giving an update on the progress
in the company.
Offering software solutions to the semiconductor industry involves working on
high-end and upcoming technologies. SoftJin takes great pride in its ‘TechnoForum’
initiative. This is aimed at making employees aware of the latest technological
developments. More importantly, these topics/challenges are not related to the
project at hand, but are chosen in anticipation of new problems and challenges.
Under the ‘Technoforum’ initiative, engineers are
grouped based on different categories—system design automation, 3D packages
and other specific upcoming areas. Four people comprise a single group and each
group comes up with a specific topic within a particular technology area. After
identifying a particular problem that needs to be addressed within a span of
three months they come up with theoretical solutions. Kamal Aggarwal, Vice-president
Marketing and Strategy, SoftJin Technologies says, “The main motive of
this initiative is to build new capabilities and offer employees a shift from
their regular work. Additionally, there are several incentives attached to it
to make our people more interested in this.” The outcomes of these studies
are presented in a systematic manner, are evaluated and best contributions get
recognition and rewards.
At the end of each ‘Technoforum’ programme, a day-long meeting is
held, where employees from different groups assemble. During the session, presentations
are evaluated and incentives are given to the best performer, for instance the
‘Best Presenter’.
| Age categorisation |
| 20 to 25 years |
20 percent |
| 26 to 30 years |
53 percent |
| 31 to 35 years |
21 percent |
| > 35 years |
6 percent |
| Educational qualifications |
| Graduate engineers |
37 percent |
| Post-graduate engineers |
60 percent |
| Others |
3 percent |
Sabbaticals and special leaves
SoftJin encourages its employees to pursue higher studies and offers a sabbatical
policy for this purpose. Employees who wish to go in for higher studies like
MTech and MBA were entitled to take two years calendar leave with 50 percent
of the actual salary. Certain work flexibilities lead to motivation and to encourage
this, SoftJin allows its employees to take ‘burnout’ leave—every
employee is allowed to take three to four days of leave after the completion
of their assigned projects. When employees complete four years at SoftJin, they
are entitled to six weeks of ‘bonus leave’.
“We believe in giving our people flexibility at work in terms of leave
as this is a major motivating factor for them to give their best,” states
Shodhna Shetty, HR executive, SoftJin Technologies.
Paternity leave and year- end vacation are also given in addition to other leaves.
Learning is an avenue for further innovation. SoftJin makes sure all employees
have five hours dedicated time for reading on technical subjects. A co-ordinator
is appointed for a set of people to monitor the initiative.
Contribution towards a social cause enables people to have a sense of satisfaction.
‘Mitr’ is a committee at SoftJin that recognises an NGO every quarter
and every employee makes a monetary contribution to the NGO.
In order to increase environmental awareness among people, the company has a
‘theme for a quarter’ programme. Under this initiative, it decides
a concept to save the environment and welcomes suggestions from employees, which
in turn is circulated among employees. For instance, the current ‘theme
for a quarter’ is energy saving, wherein employees are given tips on saving
electricity.
Through the ‘JinGills’ initiative, SoftJin arranges activities such
as mountaineering, ethnic days and yoga.
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