Avantages
1) Work from home for a long duration with some projects 2) Opportunity to learn and deliver when it comes to some very good projects available to Freshers 3) Very good campus and facilities 4) Very professionally maintained intra organization portal for timesheet submission, appraisal submission, leave management system, off boarding of Engineers who resign and their KT plan, flexi benifits claim system, etc 5) Most of the recruits share a good team camaraderie. Work load is too huge, but team collaboration is largely seen (atleast specific to the project that I worked with)
Inconvénients
1) Capability Unit Org was brought into one group called ERS (I am not sure if that CU Org is present for all other BUs as well). A total chaos because barely there is any interaction between Engineers working in projects, mostly client location projects and the respective Capability Manager allocated to that Engineer. Interactions do happen at times with HR pitching in for that particular CU, but how useful are these without a 1-1 interaction of Capability Manager and the Engineer is highly questionable 2) The entire rating system here at HCLTech is a joke. Reporting Managers (RM) provide a particular appraisal rating to the Engineer, say 5/5 and there are chances that it might even be reduced to 3/5 in the final submission of rating during BELL curve fitment. Normalization of ratings are fine, since an Orgranization can't have only 5/5 rated Engineers. Problem here is that the Capability Manager, the Capability Org Head, the L4 head who all finally do the BELL curve fitment, dont even approach the Reporting Manager who would have given a particular rating based on his evaluation of that reportee working in his team. Many folks in HCLTech leave the Org not because of money, because of these strangulating appraisal rating system that is a pretty much laughable process atleast in case of some Engineers if not many. Also, there was an instance where the Reporting Manager had given a rating of 3/5 to Employee A and 4/5 to Employee B, the next level of reviewer made it vice versa - changed 3/5 to 4/5 for a non performing Employee and 4/5 to 3/5 for a very good performing employee. 3) Compensation and Benefits - the L4 level and above people - L3/L2/L1 all make a handsome amount of money. Engineers working out of their skin, are provided 1%, 1.5% hike. There was a case where an Engineer even ended up with 50 Rs per month more salary take home. Can demoralize even the best of the best technically sound Engineers by not giving their best to the Org. 4) Technical Engineering talent is never - yes, never ever respected at HCLTech. For HCLTech, Engineers are just a head count. More into body shopping kind of treatment. Atleast in most of the projects. One instance was that a 3+ years technically too sound Engineer (who was getting around 6L package) who delivered herculean level of deliverables in multiple projects, wasn't even considered for a retention in the Org by paying hardly some 30% hike - which is way too less for a 10+ billion dollar company like HCL. 5) I understand HCLTech is more than 1.5L people workforce and doing rewards and recognition can't go way too huge, but yet giving 500 Rs, 1000 Rs R&R is like - working for 14 hrs a day and getting a petty amount in return as appreciation - certainly cant go well with any Engineer.