At Zensar we firmly believe that the major element of our strength lies in our human resource. We encourage our employees to strive to realize their optimum potential. Planning is done to determine the company's present and future needs. Development requires evaluating periodically the abilities and performance of individuals with a view to identifying managers showing promise of further development. The assessment is done in the form of Assessment Centers, 360 degree feedback and PMS (Performance Management System) against a competency model which has been drawn up for the organization. The development is fuelled by MDPs.

The organization pledges to provide all the opportunities to the deserving employees to realize their career aspirations. The growth can be vertical, horizontal or cross-functional depending upon the opportunities thrown up in course of business. However, the organization does not focus on time bound career progression through the grade system without change in the responsibilities of the individual in a major way.

The key features of the Career Planning & Development process are:

• Career routes for various streams like Software development, Testing, Consulting, Support functions, Business Development have been worked out along with Role profiles.
• Competencies at various levels and across the functions have been mapped to provide the basis of profiling an individual. Competency profiling of individuals is done at the development centers conducted in house with the help of pool of trained assessors within the organization.
• Assessment of the employees for their potential to assume greater responsibilities in the organization is done through the inputs from their performance appraisal, 360* feedback, and the competency profiling done at the development centre.
• The feedback is shared with the employee and his/ her immediate manager. The employee is encouraged to work out a Development Action Plan based on the structured guidelines provided for various behavioral competencies.
• The immediate managers of these employees then complete the Career Progression section, which forms a part of the Performance Assessment and Development System.
• Senior Managers participate in the Development Centres conducted by the Group. Their Individual Development Plans as well as Career Progression Documents are completed on the basis of feedback from these Development Centers.
• The employees identified as ‘Hi-Fliers’ are nominated for various training programs (Management Development Programs) including the one conducted by IIM, Ahmedabad. The organization also ensures that these hi-fliers are given job-rotations / additional responsibilities for grooming them to take up greater responsibilities in future.

Mentoring initiative is put in place for these hi-fliers to assist them in their career growth. This is purely a voluntary activity. Mentor works with a hi-flier for a short duration to help him/her move ahead with their development action plans.

OMR:  Organization and Management Review is conducted with the following objectives:

Review of Organization Structure of the Company

Review of critical positions along with the possible succession plan.