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 Escosoft
Technologies, a subsidiary of the Rs 30 billion Escorts Group, was
founded in 1999. The company has mainly two divisions—the Enterprise
Software Solutions and Services Group, and the Interactive (Games
and Animation) Group. The Enterprise Group is responsible for providing
client solutions in the areas of customised software solutions (content
creation and enhancement of Internet-based solutions; Web applications
to facilitate commerce transactions, telecom and convergence software
development and e-security for critical online business transactions);
e-business and enterprise management solutions. The Interactive
Group evidently focuses on the areas of games and animation. Future
plans include diversifying this section into a full-fledged gaming
company.
A matter of values
All Escosoft staff members believe that what keeps them motivated
in the challenging times are the basic values of the company, which
have become an integral part of each individual’s daily routine.
These are—speed, new ideas, perseverance, service to others,
growth, integrity and human dignity. Despite being backed by one
of the biggest business houses in the country, the company prides
in its unique work culture, which has been formulated by the top
management of the organisation. The company had chalked out four
focus segments—more emphasis on creative strategy; competitiveness;
continuous partnering with external clients; and ensuring that people
development happens in the right manner.
 ‘High
performance’ being the motto of the company, all the employees
are encouraged to excel in their field of operation. “We believe
that if you want to become something, it is necessary for you to
check whether you have the capability to achieve your goals,”
says Vinod Malhotra, the chief human resources officer and senior
change management consultant, Escosoft Technologies.
The
company had carried out a satisfaction survey which is being introduced
as a regular feature from this year. “As per the survey, 89
percent of the people found their job exciting. Over 70 percent
of them found the leadership inspiring, tough, sensitive, and open
to new ideas. More than 80 percent people find their suggestions
acted upon, colleagues co-operative and trusting, company living
upto its word, and an environment that demands high performance.
All this affirms the fact that the extensive pain and efforts which
have put into making it the preferred and desirable company, have
not gone wasted.”
Recruitment
and retention
The company has successfully adopted a reference programme in its
recruitment policy. The HR department is also very clear in its
retention policy. “Retaining good people is only an issue of
capturing personal aspirations, reworking strategies and systems
and doing whatever else it takes to meet those aspirations. Another
aspect to be looked into while recruiting is behavioural skills,
as unless and until the individual understands and can gel with
the company’s business objectives, it becomes a difficult task,”
says Malhotra.
To
encourage leadership ability in the organisation, the company did
a survey of high performers and low performers and tried to assess
how each individual could make a difference. There is also a clearly
chalked out motivation programme, which helps in encouraging people
to take more responsibilities and work efficiently.
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PEOPLE
