HCLTech reviews

- trust me : appraisal is negligible (0% yes 0% to 3%) - managers itself doesn't have any power to take any big decisions - HR only comes to client location once in 2-3 months for 2 hours and that is to write it in her/his appraisal form that he/she has visited client locations - no vision for your career growth at all at client location (trust me it's very true) - for attending HCL's annual event you need to work extra for other days in the same weak to compensate the work hours. (This thing triggers me to put down the paper) - Some of HCL pune management really sucks ( these guys only looking for there promotions) they don't care at all for employees at client side - at last client only started to not prefer HCL employees to there project. Indirectly you will have a good project at client side.

This is a corporation that only cares about the bottom dollar. It does not invest in their employees. The project I was on, each aspect of it was undermanned. The SD onshore & offshore, MDM, GAM, each of the DSS locations across the region. Each team manager, at all the locations, as well as the client expressed during the 3 years I was on that project that more manpower was needed. HCL refused to invest back into the teams. HCL would not authorize overtime, which was 1/2 when it was authorized. Instead they would over work their employees more than the allotted 40 hrs. When enough noise was made about not paying for the time spent, they offered to give out $25 amazon gift cards, which often came late (6+ months) or were never issued. When HCL agreed to on fulfilling a project for the client, HCL management gathered all the information and would wait until the very last minute to push it down to the team. Not allowing appropriate time to gather resources or refocus manpower. 1 project that stands out was to place asset tags on all the clients systems in the silver sites (Monitors, tablets, desktops, laptops). 10 months had gone by before HCL procured the asset tags and shipped to the various deskside locations. Then promising the client that all assets would be tagged within 45-60 days. 1,000s of devices. When I had joined they were paying LVL 1's $35k a year. After a year I was told get fire 3 people so they can bring on 3 new Lvl 1s that they can pay $32k a year. Which you're lucky to get. I had 1 person who made a scene, threw their badge on a desk and quit. 2 weeks later we were told that the person was allowed to come back to work because "sometimes people say things they don't mean out of anger". This person was not competent for the position held. When a PIP was discussed with upper management for this employee I was told by my bosses boss that even though they know that tech is not competent that he would prefer to keep the person rather than vetting a new person and brining them in. Promotions and raises do not go hand in hand, If you are moving from one location to another where the cost of living is higher, they do not compensate you for the environment that you are in. A promotion of band rate does not come with monetary promotion. In the rare occasion that you do get a significant promotion it does not mean you get the band rate for the position that you are currently holding. During a meeting with the sales team (all Indian men) with another manager, we were presented a slide detailing a potential client. This potential client had equal men and women at all levels. The slide presented to myself and the other manager was "how a women's business mind differs from a men's business mind". You hear too frequently that because it's an Indian company that they have cultural differences. I say if you are doing business in a certain country and that country has laws and policies in place that you don't get to treat a certain sex as incompetent or a second class citizen because the culture you are coming from happens to do so.