People and Culture

People and Culture

Our people are the primary assets that we have, naturally a lot of our thought goes into ensuring that the right people are recruited, hired and retained, Our culture is one that parallels the early PeopleSoft culture – we are employee and customer centric, facilitating an atmosphere of trust and professionalism conducive to successful relationships between employees, management and customers.

The management team always has an open door to employees and the rapport we’ve created across our team is one of respect and collaboration. Our practice of placing more junior resources with more senior ones facilitates a spirit of teamwork and the knowledge that each individual can move up the value chain to his/her highest level of competency. In addition to offering unending paths to continuous improvement in terms of core competencies, we also offer frequent social gatherings and athletic events to foster team-building and creative stimulus. In summary, our culture is one of hard work and hard play as a team always striving for more. We have the following measures in place to ensure right talent is hired and kept motivated during their Marevol careers.

  • Recruitment and Selection - our recruitment approach is based on competency based role profiles, ensuring we recruit an employee who is both capable and comfortable with the role
  • Compensation and Benefits - we offer competitive compensation, as well as many other benefits such as loyalty bonuses, shift based allowances and performance based salaries. Team based awards and recognition programs also form a key part of our retention process
  • Movement Across Programs - To help resources expand their horizon and grow personally, they are given an opportunity to move across different projects
  • Beyond Work Programs - Informal get-togethers and forums for employees are organized periodically. These events provide a platform for the employees to come together and interact at a more personal level
  • Training and Development - commitment to learning both at a new recruit level and on a continuous basis. In addition to formal training programs, on-the-job coach/mentors provide a positive impact on morale and motivation
  • Diversity - commitment to preserving and enhancing diversity within our organization provides everyone an opportunity to be successful and have long-term career potential within the organization
  • Performance Management - year round processes which encourage and reward employee development and the delivery of timely feedback
  • Career Progression - Marevol provides competency based career development programs and has a career counselor and HR representatives available for all employees to seek career support and advice
  • Measuring Employee Satisfaction - we use a variety of techniques to measure satisfaction, with the results fed back into organizational development and HR strategies, such as:
  • Annual employee satisfaction survey
  • Employee focus groups
  • Open feedback executive calls
  • Reporting - structured management information including specific attrition metrics
  • Formation of ‘communities’ - to examine employee issues (e.g. work-life balance)
  • Exit Interviews - we use exit interviews to understand why employees leave. The outputs from this three-stage process are used to improve our retention policies

Since Marevol as an organization focuses on a lot of competencies, we have come up with an unique system to ensure the skill level in various competency areas are maintained at the highest possible level. Each of the competency is managed by a senior consultant and is held responsible for constantly training and mentoring all the junior consultants who make up the competency group. Our competency management structure also helps us in developing the secondary level of leadership within our organization. Our overall employee attrition rate is in the single digits and has been at this level since our beginning. It is one of the lowest in the industry due to our diligent efforts to qualify well upfront in the value chain of hiring. HR Recruiting ensures we have sufficient employee prospect pipeline which enables us to choose only the best. There has been tremendous word of mouth hiring which has happened in the recent past since employees have started to believe that Marevol is extremely employee centric and they haven’t hesitated to bring in their acquaintances via referrals. We follow a rigorous hiring process before the final candidates are chosen. While loaded salaries for Marevol employees have been slightly better than industry averages, our most successful recruitment tool has actually been the vision and the core value system in which the entire organization firmly believes and executes on a day-to-day basis. At Marevol, regardless of the cost, every effort is made to retain those consultants who our customers repeatedly admire. In addition to the Company’s vision and core value system, we offer stock options for those employees who consistently excel – this is another method of employee incentive to give their very best to our clients. This top tier of employees provides examples, motivation and leadership to remainder of our employees. They are also placed on enough exciting projects with the super achievers so that they are motivated to continually grow with Marevol.