People, Processes & Technology are the prime assets of InterraIT
At InterraIT, the Corporate Human Resources (HR) department is in complete alignment to the organization’s business goals. Apart from being committed to technology upgradation and process optimization, InterraIT is focused on nurturing its human capital – the all-important family of InterraIT-ians.
What characterizes an InterraIT-ian is a deep-rooted belief in the InterraIT value system.
One of the core values of an InterraITian is unflinching dedication to ensure customer delight. Each InterraITian is in complete agreement with the vision, mission and values of the organization leading to a culture of ownership & teamwork. It is a “way of life” for the employee who is accountable as an individual as well as part of collective efforts. An InterraITian works as an individualized corporation and at the same time works in alignment with the company’s goals. The practice of an InterraITian seeing himself or herself as an individualized corporation encourages risk taking and innovation. This coupled with clear and fast communication leads to agility in responding to customers and ensuring quality delivery to them.
The company recruitment philosophy is to “Hire for Attitude & Train for Skills” and this is ingrained in the company’s HR mosaic. Attitudinal hiring at InterraIT is largely based on Jack Welch’s “4E + 1P” philosophy, wherein energy, energizing ability, edge, execution ability and passion are the traits looked for in a prospective employee. Apart from using traditional recruitment channels to hire quality human capital, InterraIT employs the innovative & robust “Internal Referral program” in which employee participation is highly encouraged.
Each new recruit undergoes a comprehensive two-tier induction program comprising of an orientation to the company philosophy & business followed by project induction. While the program is useful to both freshers and experienced recruits, it is particularly helpful to the campus recruits to manage their “Campus to Corporate” transition.
InterraIT employs the best practices for people development & career growth.
InterraIT’s appraisal system is a combination of formative & summative approaches. While it uses Goal Setting document as the base to capture project / function goals, business goals & personal goals, it also lists down the metrics & suggested pointers required to meet the goals. The performance criteria measurement is largely metrics driven following weighted averages of category ratings. Besides capturing quantifiable results, significant traits & behavioral aspects are also captured using the summative approach. To minimize subjectivity & rater bias, the process includes an employee self-appraisal followed by manager & reviewer inputs before normalization. InterraIT believes in differentiation on the basis of performance & the same is supported through the proven appraisal system.
To further strengthen the system, a 180 degree feedback system is also being piloted.
Deserving employees are awarded during the annual InterraIT Day celebration for their contribution to the organization. Some of the awards include “Best Rookie of the Year”, “Best Employee of the Year”, “Star Performers of the Year”, “Best Team of the Year” etc.
Honorary service awards are also presented to the employees who complete 3 years, 5 years & 10 years of service at InterraIT.
Those who walk that extra mile to accomplish certain short-term challenges are recognized and complimented through Spot Bonuses and “Thank You” notes.
Apart from a dedicated employee relations wing, which lends a patient ear to employee grievances and complaints and extends counseling service to the concerned, there are a host of informal clubs which also play significant role in boosting employee morale through various fun & games activities.
“ITOnline”, the company intranet allows easy access to company information & useful templates required for day-to-day functioning. HelpDesk, one of ITOnline’s features lets employees to avail services from the various departments of the company.
Beside the regular facilities, InterraIT offices are equipped with dedicated special purpose labs for R&D, video conferencing facilities for inter office communication, adequate number of training & meeting rooms for people development activities & discussions.
To encourage self learning, the company has a well equipped library with a wide range of technical, management and general literature.
An in-house cafeteria caters to a variety of cuisines for lunch & refreshments.
For those who find their recreation in sports, there is an in-house provision for indoor games besides the friendly cricket matches, which are held from time to time.
InterraIT places special emphasis on people development. Included among the organizational initiatives is incorporation of best practices aimed at personal and professional growth of an InterraIT-ian.
The InterraIT value system is ingrained into the work ethic of every employee. Sky is the limit for each and every InterraIT-ian – one who is characterized by the twin values of Individualized Corporation and Risk Taking. While the philosophy of Individualized corporation provides excellent opportunity to the InterraIT-ian to embrace entrepreneurship & ownership leading to confidence and accelerated learning, it also allows the employee to hone his or her generic skills. Risk taking as a value instills the spirit of taking up challenges among the ones with desire to excel. This coupled with freedom to innovate lead to great efforts, which allow turning of ideas into reality beside putting these employees on a fast track career growth path.
The “management-by-objectives (MBO)” system of defining key result areas and associated rewards is highly encouraged at InterraIT. This acts as a major growth vehicle, particularly to high performers in the organization.
Some of the career growth initiatives undertaken at InterraIT are:/at InterraIT are as follows:
The new joinees can take the benefit of being associated with a mentor from within the organization. This allows them to avail guidance from the mentor for their career growth and to align to the company culture. Mentoring scheme was recently launched as a pilot & learnings from the same are being used to devise a full-fledged activity in near future.
Each new recruit irrespective of being a fresher or an experienced recruit is allotted a buddy in his or her functional area, who extends hand holding support for the initial weeks. This allows the new recruit to feel comfortable not only in the project he or she is assigned to but also in the organization.
Consistent with the philosophy of “Hire for Attitude & Train for skills”, adequate training is imparted to all employees on various areas including onsite project trainings, technical training, management development programs and behavioral trainings. An employee can also avail of various general & specific purpose in-house knowledge sharing forums to get updated on new technologies and domains.
InterraIT has a talent review system in place, which periodically gauges the organization’s skill database. A Competency Development Approach is employed to harness the internally available resources to disseminate knowledge on emerging technologies & domains areas to other employees so as to ready them for anticipated future assignments. InterraIT’s proactive talent management methodology helps counter competitive threats and emerge as a winner in this “war of talent”.
InterraIT is amongst a handful of Indian companies to have its own in-house Toastmasters Club. What is unique about Toastmasters? There are no teachers. Members learn by doing and observing. It is NOT a training programme. Members take ownership over their personal growth and learning. Members work at their own pace and convenience.
How are the results achieved? The club creates a non-threatening, mutually supportive positive learning environment where members learn and practice speaking skills, listening skills, evaluation skills, facilitation skills, teamwork, leadership and humour.
InterraIT has flexible practices to accommodate feedback & requests from employees who wish to be assigned projects in areas of their choice. Based on business situation & needs, deserving employees are also placed on an accelerated growth path through job enlargement & job enrichment. For some of the promising InterraIT-ians, job rotation opportunities are offered to facilitate an alternative career path.
I worked at Interra Information Technologies full-time
Excellent Career Growth, Technically sound.
i don't think of any
I applied through a staffing agency. The process took 4+ weeks. I interviewed at Interra Information Technologies (San Jose, CA) in September 2016.
The interview process was well organized and the HR Director was quite friendly. She kept me informed during the entire process and was willing to share details as the interview progressed. The initial screen was arranged and then in-person one on one interviews took place in quick successions. I highly recommend Interra IT to all prospective job seekers.
The negotiation was cordial.
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