If an inter-departmental shift is not possible then external sourcing. We have also tie-ups with technical institutes such as Jetking, REI, and NIIT and with two manpower consultants.

The interview is conducted by a panel of the 2 managers and the group head. In the interview process the following entry barriers are applied :-
- Qualifications,
- Experience,
- Attitude,
- References &
- Skill in communication

The objective is to retain him/her as far as possible.

Induction training: -

New recruits have to undergo an induction training for about 3-4 weeks.
Training is given in following areas :-
- Attitude
- Technical skills
- Communications skills
- HP processes
- Supra processes

During this time the candidate is closely monitored, & inputs are given to hone his skills. He is appraised by a different group-head & the Managers at least 2 times in this period, and a feedback is given to the concerned
Group-head.
After his final appraisal, he is either confirmed, or the training is extended.

Regular Training: -

All the CE's are encouraged to be HP-certified engineers, with the training & travel costs reimbursed by Supra. The group-head along with the technical Manager, decides the engineers to be sent for training. The objective is to have all the engineers trained by HP and regular upgradation.

Engineers nominated by the group-head and the manager are sponsored for technical training such CNE,MCSE,MCP, etc.

In-house training is conducted by senior CE's on specific products for engineers within his group as well as other groups, once in 2-3 weeks. CE's are encouraged to attend these trainings for specialization as well for cross training which not only improves their skills in troubleshooting but also gives them a scope for moving within departments as and when the need rises.

Training in soft-skills is also conducted, often with active participation of HP personnel.

Both these trainings are conducted as a continuous series and revision.

Meetings: -

Each group meets atleast once in a month where :

Performance of each CE for that period, based on the MIS reports, are discussed / appreciated.

-CE's are appreciated for: -
> Good feedback from customers, based on feedback analysis,
> Participation in flashlight,
> Suggestions which improve performance.

-Technical issues
-Informative experiences in diagnosis & troubleshooting are shared.
-Discussion on any 2/3 processes for revision & proper understanding.
-Tokens of appreciation such as letters and gifts are also handed out during these meetings.

Recreation: -

A recreation committee of 3 group-heads has been constituted. Annual get-togethers are arranged with families. Birthdays are celebrated for the staff whose birthday falls in that month.

Senior staff make it a point to interact with each group at regular intervals, for sharing feedback in an informal way.

Supra also has a full fledged cricked team which takes part in tournaments.

Emoluments & benefits: -

Along with a basic remuneration, which is fixed annually, there is also an incentive component, which is directly linked to the BFT. The rate of incentive received by the company from HP is directly passed on to the CE's in all the groups, which are covered in the BFT.

For other groups, feedback is taken from customers and concerned HP personnel, and internal MIS reports.

Besides these, all the employees are covered under provident fund & ESIC, personal accident policies to resident engineers, leave pay and bonus.

Activity Summary: -

DITS
- RTB Mumbai, Pune, Nasik, Ahmedabad, Surat, Vapi & Baroda
- Onsite Mumbai, Pune, Nasik & Baroda
- ARC Mumbai & Baroda

MV/FM
- Bank of Baroda Mumbai, Baroda & Ahmedabad

HPS
- Verifone Mumbai, Pune, Baroda & Ahmedabad
- HSBC (pilot) Mumbai