A company with very service quality and getting more oppurtunity for learning. - Test Engineer Testhouse Employee Review

This organization may be considered only by candidates who are in urgent need of employment or do not currently have better opportunities available. It can serve as a temporary option for gaining basic work experience.

The organization lacks professionalism in employee communication, especially regarding salary processing, retention pay policies, leave encashment, and Full & Final settlements. Important financial and HR-related matters are not communicated transparently, which creates unnecessary stress and confusion for employees. One of the major concerns is the retention pay policy. During the joining process, commitments and explanations are presented positively, but during resignation or exit, employees are informed about different conditions and deductions, leading to dissatisfaction and mistrust. There is also a significant delay and lack of clarity in responding to employee queries related to salary discrepancies, FnF settlements, and statutory documents such as Form 16. Additionally, attempts to contact HR or the concerned departments often go unanswered, which reflects poorly on employee support and organizational accountability. Employees expect professional treatment, especially during their exit process, but the overall handling appears unstructured and insensitive toward employee concerns.

Nothing good about this horrible company.

I was shocked and disgusted by their inhumane and greedy HR policies. Here are a few examples: 1. Onsite Policy: If you’re sent onsite and decide to leave within X months, you have to return 75% of the salary you earned onsite. On top of that, you’re required to pay back the visa fees, flight costs, and grooming expenses too. 2. Hike as Retention Bonus: Every year, any salary hike they give is treated as a retention bonus. For example, if your salary is 10,000 and you get a 6,000 hike in January, it’s not straightforward. If you leave within nine months, you have to pay back the hike for every month you worked. For instance, if you leave in April, that’s 4 × 6,000 = 24,000 you owe the company. But wait, it gets worse. Let’s say you complete nine months, which totals 54,000 (9 × 6,000). From the 10th month onward, they start reducing the amount month by month. So, if you leave in the 10th month, you owe 48,000. In the 11th month, it’s 42,000, and so on. If you thought that was the worst of it, there’s more. After 12 months, your next appraisal cycle kicks in, and the whole process starts over again. Meanwhile, the retention bonus from your previous cycle is still being deducted month by month. Until it finishes that 18 month cycle Even if you choose not to accept the appraisal, they can easily target who are planning to switch. I’ve seen a lot of corporate greed, but this is by far the most disgusting one I’ve come across. Honestly, I’m not even sure if this is legal.