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 empowering.

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.

Assisted Study

Employees may be supported in external study by receiving fees assistance and/or paid time off for study/ examinations.

Development Programmes

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

Performance Management

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.

Recognition

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 individuals.

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

Smoke-Free Status
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

Health Camps
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