At GISIL, performance is paramount. Rewards, promotions
and growth opportunities are based on performance. We
have extensive measurement systems and incentive schemes
to identify and encourage performance.
Our innovative, employee-oriented human
resources practices, where our employees are at the center
of all that we do, have proven to be very successful in
retention and shaping the career paths of our personnel.
At GISIL, you join an elite new class
of empowered employees.
Mutual trust and respect define our employee
relationships. There is no enforced dress code –
we understand that attire has little bearing on your integrity
or competence. Open 24 hours every day, our office has
cafeterias, an exclusive ATM, gymnasium, medical center
and a travel desk. We spare no effort to create a work
environment that is flexible, informal, supportive and
Expand Your Horizons
At GISIL, we have flexible policies and
training programs that foster a culture of learning.
Our need-based training, led by experienced
mentors, is augmented with access to the latest technical
expertise through our relationships with premier institutions
and memberships in technical and general libraries.
We actively encourage employees to pursue
further education while working at GISIL. We endorse continuous
learning and encourage our people to grow their careers.
Work With A Pioneer
When you build your career at GISIL,
you work for a pioneer that is one of the world’s
foremost technology companies. By working at GISIL, you
play an active part in shaping the future of industry
and touching millions of lives around the work.
Work closely with industry-leading customers
and partners across the wireless telecom value chain –
from wireless semiconductor companies, handset manufacturers
and test equipment companies to network equipment providers
and telecom operators around the world.
GISIL works with top mobile handset vendors,
semiconductor manufacturers and many global network equipment
manufacturers. We supply these clients with innovative
services and solutions, and they depend on us to run critical
communications systems to cut product development time
and enhance profitability.
Learning and Development
One of GISIL’s key employment differentiator
is the company's commitment to building its people. Building
people capability reflects the understanding that our
staff is the company's most valuable assets.
GISIL does this through:
- Individual Development Plans
- Assisted study
- Development Programmes
Individual Development Plans
Employees have the opportunity each year to develop
their Individual Development Plan (IDP) with their manager.
This follows the performance management process so that
development is closely linked to business success.
An IDP enables both the managers and their team members
to talk about development needs aligned with their performance
targets and career goals. GISIL strongly advocates employees
needing commitment to their own development.
Employees may be supported in external study by receiving
fees assistance and/or paid time off for study/ examinations.
GISIL has a number of development programmes that are
conducted for the benefit of all employees within the
organization. Regular Knowledge Transfer session, refresher
courses and introductory briefings are the norm rather
than the exception at GISIL
This process ensures a structured method
of providing focus, achieving performance goals and providing
rewards for achievement.
- Provides a structured approach to achieving our
goals, by helping us align our efforts to the things
that contribute most to that goal.
- Helps people identify how they contribute to their
business groups and GISIL.
- Provides people with a clear picture of where they
should be focusing their efforts and the results that
they are expected to achieve.
- Helps people to improve performance through regular
coaching and feedback.
- Provides rewards when we achieve as individuals
and as a company.
There are three key components to our
Performance Management Program:
Developing Performance Criteria:
key result areas, objectives, and performance measures
are agreed at the start of the company financial year.
Quarterly Reviews: these ensure that
at least every three months the manager and individual
meet to review performance.
Annual Performance Review: performance
for the year is formally reviewed. This is the key driver
for any remuneration adjustment.
GISIL values the achievements of its
people - if people are doing good work they are told.
GISIL recognizes both our people's achievements and how
they achieved their success. This is done through our
recognition programmed, which recognizes both teams and
Health and Safety
Safety at Work
GISIL is committed to the provision of a healthy and
safe working environment for employees, customers and
suppliers, at all work places and in work practices
GISIL’s smoke-free status reflects its commitment
to the well-being of all staff. All GISIL premises are
smoke-free in all areas at all times
GISIL holds regular health check-ups, individual counseling
by physicians, eye check up camps, naturopathy, yoga,
and meditation workshops to help ensure the well being
of our staff