HRM Approach
Revenues result from successful projects, successful projects result from competent teams. That’s why our people is our top priority.
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Get the latest insights on the best way to transform your banking experience.
How to move e-banking into the microservices architecture?
Get the latest insights on the best way to transform your banking experience.
Retention Strategy
We address staff development and retention issues by adhering to corporate Staff Retention Processes and Procedures and Internal HR Practices. Thus, we achieve low staff turnover and build and maintain meaningful relationships among all our people.
94% ~ Retention rate for 2017–2020.
We achieve low staff turnover due to:
Additionally, to boost professional development and encourage personal growth, we
Arrange internal workshops from our seniors
Make our corporate knowledge base accessible to all our talents
Compensate our
employees for any
relevant training costs
Training and Competencies
At Qulix, we distinguish between 4 qualification grades of our talents. See their general certifications and competencies.
Junior
1–3 yrs
BSc (Tech)
Tech skills
Strong detail-oriented technical capabilities, work under the supervision of Senior Engineers or Managers
Communication skills
Ability to communicate in a professional manner, address the topic in a way any stakeholder can understand
Middle
3–6 yrs
BSc (Tech)
professional training
Tech skills
Capabilities to solve difficult technical issues and work independently
Communication skills
Strong interpersonal skills (negotiation and conflict management)
Senior
5+ yrs
BSc (Tech), professional
training (management
or specialized technical
courses)
Tech skills
Very strong technical engineering and SW architecture design skills
Communication skills
Capabilities to effectively communicate with a large group of project stakeholders and balance their needs
Manager/Software Architect
6+ yrs
BSc (Tech), professional
training on Project
Management, Agile
workshops, etc.
Tech skills
Strong technical skills, focus on keeping up with technology trends and team leadership
Communication skills
Strong communication skills and emotional intelligence, capabilities to manage conflicts and keep team morale in challenging and stressful projects
Depending on the upcoming projects and market demands, we develop individual training plans for our employees.
Internal Knowledge/Best Practices Sharing
Internal corporate training for knowledge sharing, professional discussions, and problem-solving.
External Training
Certifications (e.g. SAFe, Agile, Microsoft, AWS, etc.), external training, and workshops from industry leaders
Onboarding Process
Let's Get to Know
Each Other
The project manager/supervisor introduces an engineer to his/her team, project, and work scope. During 3 months an assigned mentor reviews and comments on work results, provides the required training, and information.
Brief with a Supervisor/Mentor
After 3 months the employee has a meeting with the supervisor or the mentor during which both sides discuss the results, exchange feedbacks regarding the job duties, attitude, and challenges.
Onboarding Meeting with an HR Specialist
During an onboarding meeting with an HR manager, an engineer can specify the details of the company's processes, contact points and gets answers to FAQ.
Team Upscaling
Qulix applies two schemes of project team upscaling, if necessary.
Internal Screening/Interviewing
(a candidate from our internal talent pool)
Pros: HR specialists and Project Managers know well the strengths and weaknesses of a candidate, his/her technical + interpersonal skills.
Cons: It may take a while for the candidate to get done with his/her tasks.
Extra: In case you need specific skills that our talents don’t have, we arrange targeted training for them. Get access to our CVs, conduct interviews, and approve the candidates for your team.
Project-Specific Recruiting
(recruiting from the IT job market)
Pros: The engineers match the client’s requirements and are quickly available for the project.
Cons: Requires onboarding + supervision + extra attention to quality and attitude.
Extra: The candidate goes through two rounds of interviews: the 1st round with the Qulix HR manager and the 2nd round with the client after the 3-month trial period successfully passes.