How do you find new employees?
Ans. More than 300,000 professionals, Engineers,
CA's, MBA's and Graduates, are in touch with TMI Network for
career advisory services. So whenever any of them seeks a
change, they often enquire about the opportunities within
the TMI Group and become our best employees. Hence, our primary
source of talent is through networking, candidate reference
and employee reference. This is supplemented by our advertisements
in the job boards and newspapers.
Q2. What kind
of people do you like to hire?
Ans. In every organisation there is a tussle
as to which is more important - loyalty or performance. At
TMI Group, we believe that employees must perform and also
be loyal. The loyalty however, should be to excellence, to
one's profession and to our customers. More importantly, we
clearly value performance over loyalty. We believe that it
is an employee's responsibility to perform and it is our responsibility
to retain performers.
Q3. What trades
and skills are required to perform in the TMI Group?
Ans. When it comes to selecting associates,
we clearly look for performers. Two simple words "motivated"
and "enthusiastic" tells about the mindset required
to excel. People with high energy levels, open to learning
and honest as well as logical thinkers with an ability to
be a critic of their own work would flourish in the TMI Group.
Q4. How would
a typical day be at TMI Group?
Ans. Usually, every employee at TMI is not
a "time watcher". Words like 9 to 5 are unheard
of in the TMI Group. The Group believes that every employee
shall come into the office with a bit of anxiety to accomplish
tasks and go home - stress free. A typical day at TMI would
mean spending a lot of time with customers or working on customer
centric solutions. Employees are expected to set their own
agenda when they come to work in the morning including making
a Things-To-Do-List. Each employee works on a computerised
network, hence can organise his work schedule using the computers.
As of now, employees spend minimal time on large meetings.
Emphasis is on work in small teams and hence one would spend
a lot of time with peer group. It is also typical for many
employees to feel that the work is incomplete when they leave
home because there is always more work left undone at the
end of each day. So, employees are expected to stretch and
therefore, they exceed time, varies from employee to employee,
some work till 7pm, some till 10 pm. In short, each employee
makes his or her own time schedule and tries to adhere to
Q5. How is the
performance measured at the TMI Group?
Ans. Currently, the TMI Group is moving into
a Key Result Area(KRA) model of performance assessment. In
the past, KRA's were not well defined, which we believe is
not conducive to transparent organisation. Each employee is
expected to work with his supervisor to finalise the KRA's
while daily reviews are common to measure the task. Performance
reviews with employees are encouraged to be done at least
once a quarter. Also, annual incentives are based on performance
reviews and are conducted to finalise increments/promotions.
While the intention is to move towards self-appraisals, we
still are in the process of moving into that goal.
Q6. What are
the opportunities for career advancement?
Ans. Career advancement is not "given"
in the TMI Group. Each employee must "earn" the
same based on performance with superior knowledge. There are
opportunities for lateral movements from Sales to Marketing,
from one Business Group to another. Being a flat organisation,
the no. of levels are very few. So, career advancement is
more likely to happen through cross-functional, cross-SBU
movements. Hence, each employee is not only expected to know
his current job, but is also required to operate at one level
higher than what he is paid for. This will help him or her
to migrate to the higher level of responsibility seamlessly.
Q7. Does the
organisation support for on-going training for the associates?
Ans. Yes, we do. But the way we do it is
different. Training is not decided by the supervisor or by
the HR Manager. Training is decided by the employee in consultation
with his superiors and HR Manager. The group's philosophy
is that the training must be driven by the employee and the
Group can only provide resources. In addition, we also have
a lot of On-going Training Programmes conducted in-house.
Employees sometimes sacrifice their weekends to participate
in the training programmes.
Q8. What ways
has TMI been successful so far?
Ans. TMI Group has been a pioneer in areas
such as Recruitment Advertising, Knowledge Management, E-Learning,
Web Learning, Web based assessments etc. In fact, if we are
measured by the variety of products and services that we have
successfully deployed, then we could consider ourselves as
super-successful organisation. But what we have accomplished
till date is minuscule compared to our potential. Therefore,
our emphasis now is to consolidate on a few products and service
lines, where we can be the top 3 in India and in South East
and Middle East Asia.
Q9. What according
to you is the greatest challenge facing TMI Group?
Ans. Our greatest challenge is complacency,
since we are pioneers in India in many fields, there is a
tendency to be laidback. Therefore, the greatest challenge
is to continuously evolve and benchmark us against global
standards. The next major challenge is that we are a micro-organisation.
Everybody has to pull their weight, everybody has to work
as a team, and so the challenge is to create ownership among
the employees, so that they run the race as if it is their
Q10. How much
time the recruitment process takes?
Ans. We expect to close the complete process
within 2 - 4 weeks from the time you submit the basic information.
Q11. Will I
be informed even if I am not selected?
Ans. Yes. We believe that the prospective
employees must get the feedback on their suitability. It is
our belief that prospective employees "are not rejected
candidates" because they can be suitable for some other
positions at some other point of time. Our communication of
non-suitability must not be treated as a rejection, but more
as a feedback.
Q12. What if
I want to leave?
Ans. As a caring organisation, we always
feel disappointed when employees want to leave. At the same
time, as a Career Advisory Group, we appreciate that employees
may want to move on to greener pastures. We have two expectations
from employees who want to leave:
They must leave with dignity and leave as
per the terms mentioned in the appointment letter. For e.g.
we consider notice period as sacrosanct. We ask employees
to give sufficient notice so that we can find a replacement.
We expect from employees is that they serve
at least 2 years with the organisation before seeking a change
unless the parting is on account of extraordinary reasons.
Two years is a good time to know each other and to contribute.
That is why we have a special deal. Anyone wishing to leave
us after two years after productive contribution can appoint
TMI Network as their Career Consultancy and through TMI Network
seek the next employer.
Q13. What key
benefits are guaranteed if I work with you?
Ans. If you stay +2 years or more, your learning
and exposure will be way beyond your expectations. See the
farewell letters given by a few ex-employees.
If you stay for 2 or more years, you can
ask India's leading consulting organisation -TMI Network to
be your career advisor, who will assist in finding your next
A highly demanding 24 x 7 work with flexible
work options - full time, part time, work at home etc.
Q14. What about
Ans. We offer competitive and fair compensation
based on the premise that "teams win" and "individuals
And "performances and not loyalties
drive compensation." The fixed pay is nowhere near what
MNC's pay, but is much more than what companies of our size
If compensation and life-style are your key
motivators, we will not fit your bill.
Q15. What about
Ans. We are a young organisation - average
age of employee is in the twenties.
The senior management is in the 40's and
are from India's top schools and universities like JNU Delhi;
IIT and IIM's. Women form over 40% of all employees. Close
to 54% of our employees are qualified Engineers, CAs and MBAs
while the rest are a good mix of varied Graduate and Post
Q16. Areas of
Organisational Improvement ?
Ans. We are still a medium sized group with
start up attitude and processes. We are working on improving
in the following areas: Developing a "world class quality"
culture; Creating a large financial surplus to improve financial
stability; In creating a process driven Organisation
Q17. Can I talk
to some of your ex-employees and current employees before
I sign up?
Ans. Surely. We believe that future employees
know the "worst" about us before they join and discover
the "best" after he/she joins. Please contact our
HR team to get email Ids and phone numbers of a few of the
ex and current employees.