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Working in Saudi Arabia
Are you planning on working in Saudi Arabia? To get everything right the first time, read the InterNations Guide on this topic. We provide information about the economy, the job market, permits, financial benefits, and valuable tips on business culture and etiquette.
There are more than ten million foreigners based in the Desert Kingdom. Most of them are from South East Asia and find employment as manual laborers. Roughly 125,000 foreign residents from Western nations are estimated to be working in Saudi Arabia as well.
These numbers are unlikely to decline in the near future, although the government is busy improving job prospects for its own people, by investing in the education system and introducing quotas to regulate the number of expats in Saudi businesses. Since November 2012, employers were forced to pay heavy fines if they hired too many foreigners, and not enough Saudis. On top of this, the government has just launched a new ‘Saudization’ plan that will support Saudis from a young age, preparing them for working life. The hope is that expats will no longer be needed if the Saudi population is properly trained.
World Class Economy
Holding about 18% of the world’s proven petroleum reserves, it is unsurprising that the kingdom’s economy is heavily based on oil. To be precise, petroleum accounts for 85% of export earnings, 73% of budget revenues, and 50% of the GDP. This partly explains why Saudi Arabia is one of the few high-income countries with a very strong industrial sector.
Thanks to recent diversification efforts to reduce the economic dependency on oil exports, the service sector in Saudi Arabia has really taken off. In 2015, the service sector generated roughly 51.8% of the GDP, thus making the tertiary sector one of this most important sources of income for the national economy. Given the climate and topography, agriculture doesn’t stand a chance of playing a major role, although there have been some government efforts to make the populace less dependent on food imports.
The manufacturing industry has also benefitted greatly from the diversification attempt. In addition to the local petrochemical industry, particular attention has been given to power generation, telecommunications, and natural gas exploration. The government is also investing over 70 billion USD into the building of six economic cities. The hope is that creating a sort of “industry huddle” will motivate the firms, boosting productivity and creativity.
Getting to Know the Industry
While it is not the easiest country to find work in, there are plenty of opportunities for working in Saudi Arabia if you can offer a high level of expertise and experience. Large numbers of expats have jobs in engineering (particularly in the oil industry), IT, healthcare and medicine, banking and financial services, teaching (especially women), telecommunications, or construction. Since Saudi Arabia is also increasing investment in urban planning, transport infrastructure, food processing, and water resource management, foreign specialists with experience in such jobs might also have good chances.
Most expats working in Saudi Arabia were contracted while still in their previous city of residence. It is very rare, indeed almost impossible, for foreigners to come to, say, Riyadh or Jeddah without an offer in order to start looking for work there. The Saudi government’s new push for “Saudization” has also further complicated the situation.
The recruitment for managerial positions is mainly done by private consultants or agents representing Saudi employers in big cities across the globe. Intra-company transfers within multi-national corporations also account for a considerable share of assignees from abroad. A good first step for anyone interested in working in Saudi Arabia would be to contact their country’s chamber of commerce.
Work Permits and Sponsors: Stay on their Good Side
You cannot secure a work permit unless you have a concrete employment offer. In fact, individuals cannot apply for a permit themselves; their sponsor must apply for one on their behalf. Every expat has a sponsor – usually their employer – who acts both as a guardian and a guarantor during their time working in Saudi Arabia. The function of a sponsor can be held by individuals, companies or institutions, such as your chamber of commerce in Saudi Arabia, or a business associate or partner. Some individuals may expect remuneration for their services.
Your sponsor will probably be your main contact in the kingdom, and can help you with many of the issues you may encounter, from getting your visa to helping you find accommodation. At the same time, they are responsible for you and thus have a strong interest in both your well-being and your good behavior. Any offence you cause while living and working in Saudi Arabia may reflect badly upon your sponsor.
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Based on our guiding philosophy of being "Committed to Excellence", Chalhoub Group offers a culture of performance, effectiveness and fairness. We look to recruit highly qualified professionals with a passion for luxury, an entrepreneurial spirit and unmatched drive.
Based on our strong belief that the future and success of the group lies in the development of our people, the Chalhoub Group places great value on its pool of highly skilled and dedicated professionals.
By joining Chalhoub Group you will experience:
Exposure to the finest brands and diverse markets
An inclusive work place with a diversity of over 90 different nationalities
A commitment to Nationalization to embrace local talent
A professional, supportive and positive work environment
A commitment to developing our staff via functional and geographical mobility, training, seminars, workshops and partnerships with some of the best business schools and universities in the world
When looking for an exciting and challenging career with a rapidly growing and successful company, that fosters a sense of pride and belonging, consider Chalhoub Group as your employer of choice.
Benefits
Chalhoub Group is committed to excellence in all that it undertakes. This commitment is met, in part, by treating our staff fairly and equitably by providing a total compensation package that enables the group to attract and retain highly talented people at all levels.
Our reward philosophy consists of a blend of all three main components of compensation: base pay; incentive pay and benefits.
Our structured performance management system fosters and rewards excellent performance across the group by aligning the objectives of employees with the group's goals. It promotes consistency in performance assessment and motivates all employees to perform at their best. We also support a Total Reward Philosophy that recognizes over achievements.
Recognizing the value that employees bring, we strive to provide a competitive benefits package. Some of the benefits include health care, life insurance and discounts with 3rd party partners including, car hire, insurance, travel and hotels.
Chalhoub Group is committed to ensuring our people have the time to take care of themselves and their families, through our flexible working hours policy, provision of recreational areas and many out of office social and sporting events and activities.
Training & Development
True to our commitment to excellence, the Group prioritizes our people professional development through skills training, team building seminars and leadership programs to help them develop, grow and achieve.
We provide an extensive array of learning opportunities and programs which include:
Chalhoub Group Retail Academy - the first accredited retail academy in the Middle East offering international qualifications such as NVQ and BTEC from the world's largest awarding body - Edexcel. Our certified programs in retail allow our staff to gain a qualification in the workplace and learn best practice skills in customer service, selling, stock control, visual merchandising and retail operations.
Advanced Management Program (AMP) - a customized program to help grow our managers in decision making, managing projects, solution development and leadership skills.
Advanced Leadership Program (ALP) - a highly personalized and reflective leadership program which provides new skills, learning, observations and feedback on performance as a leader in developing team members and talent.
Executive Education - we partner with some of the world's best business schools such as IESE, London Business School, INSEAD and Harvard to develop our leaders and leaders of the future.
We also provide courses approved by the Institute of Leadership Management (ILM).
Our employees can benefit from many other courses and programs covering subjects such as Management, Behavior, Technology, Language, Communication, Marketing, PR, Logistics, HR… to name a few.
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Open ROADS to a Better Connected World
The future promises a Better Connected World. Huawei invites you to join us on the Open ROADS to a Better Connected World.
Big Video - Everywhere
Video is now everywhere, and it will become central to communication and entertainment. Video is becoming a basic service for operators, and it will drive success in the digital transformation.
Big IT - Enabling
In the digital era, operators need to provide a ROADS experience. They can only do so by reconstructing their IT systems from internal support systems into value creation systems.
Big Operation - Agile
Experience drives re-architecture of operations and infrastructure, and ultimately reflects the business outcomes of the transformation.
Big Architecture - Elastic
To meet the needs of the information era, operators will need DC-centered ICT infrastructure deploying SDN/NFV and cloud computing.
Big Pipe - Ubiquitous
Successful practices by global carriers demonstrate that carriers must leverage its pipe and service advantages based on "new basic services" and build ubiquitous ultra-broadband networks to guarantee differentiated ROADS user experience.
"People are the foundation of business. Develop people before making products." Throughout its history, Panasonic has consistently placed priority on human resource development based on this philosophy. The core element of our human resources policy is building win-win relationships between the company and employees through a variety of initiatives, stemming from the principles of participative management, evaluations based on performance, and respect for employees. In essence, this approach means that we are simultaneously pursuing two objectives: sustaining growth in business performance and allowing employees to achieve self-fulfillment through their work. This is how we go about making Panasonic worker-friendly, resulting in a more fulfilling work environment.
Employee Training and Development
Human resource development
As indicated by the phrase "The success of business depends on employee," growth and development of business cannot be realized without the development of people. Human resource development should be carried out through daily management and it is one of the most fundamental responsibilities of managers.
Managers should keep in mind that in order to bring innovation to others, the manager must take the initiative to bring innovation to oneself. It is important to carry out human resource development appropriately to enhance the quality of staff members and to stimulate their personal growth.
Therefore Panasonic created its "Human Resources Policy" in 1957, which includes "Basic Purpose of Human Resources Development," "Requirements for All Panasonic Group Employees," and "Basic Guideline for Managers." In order to apply these policies globally, we created "Human Resources Development Policy" which contains the basic philosophy in more understandable phrases and has been made more concise. The Human Resources Policy is shared with all employees at Panasonic to promote the growth of each individual and create a workspace climate conducive to personal growth.
Human Resources Development Policy (Excerpt)
I. Basic purpose of Human Resources Development
To develop people to have a good understanding of Panasonic's Management Philosophy (BBP) so that they will strive to carry out their responsibilities based on the Philosophy; specifically to develop people to practice 'Requirements for All Panasonic Group Employees' as listed below.
II. Requirements for All Panasonic Group Employees
The points below are requirements that all Panasonic Group employees should fulfill. All employees are expected to use this as a guideline and strive for further development.
Practice our Management Philosophy
Always show challenging spirit
Keep thinking and acting innovatively
Respect diversity and inclusion
Be globally-minded
III. Basic Guidelines for Managers
Below are basic guidelines for managers which must be fulfilled so as to "develop people before making products."
Show clear leadership based on strong beliefs
Create an organization and culture which allows employees to fulfill their potential
Encourage others to develop themselves
Provide opportunities to take on new challenges and to achieve their goals
Create workplaces where diversity is valued and respected
Appreciate staff members for their efforts
Develop healthy management / employee relations
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Microsoft is widely recognized as a leading company for offering one of the strongest and most comprehensive compensation and benefits packages in the country. We start with competitive pay, bonuses, and stock awards to eligible employees based on individual performance. Then we add on unique offerings that might surprise you.
Leading health and wellness care
Medical and hospitalization. Industry-leading health coverage, more than many other companies offer.
Vision care. One annual eye exam and reimbursement for one pair of glasses or contacts per calendar year.
Dental care. Choose between a basic plan or a plan that covers more—including orthodontic services.
Physician house calls. Yes, that’s right. In the Seattle area, doctors can come to you, 24 hours a day.
24-hour health line. Receive useful, easy-to-understand information 24x7 to help you make sound healthcare decisions.
Free on-campus health screenings and flu shots. Taking care of yourself is as easy as picking up lunch with our on-site Living Well Health Center.
And so much more, including life insurance, disability insurance, accidental death and dismemberment insurance, group legal coverage, dependent and healthcare flexible spending accounts, weight management programs and office ergonomics support.
Maternity and parental leave
Maternity leave. New birth mothers receive 8 weeks of paid maternity disability leave, and may also take short-term disability (STD) leave starting 2 weeks in advance of their scheduled due date.
Parental leave. For births, adoptions, or foster placements on or after October 1, 2015, parents will receive 12 weeks of fully paid parental leave to bond with their new family.
Savings and investments
401(k) plan. We match $0.50 for every regular pre-tax or Roth dollar that you save. So if you reach the pre-tax/Roth contribution limit (equal to $18,000 in 2016), Microsoft will give you an additional $9,000 in matching contributions! For additional tax-advantaged savings, contribute up to $20,000 on an after-tax basis each year and convert to Roth. Also, if you will be age 50 or older this year, consider making catch-up contributions as well.
Employee stock purchase plan. Each quarter, we can purchase Microsoft stock at a 10% discount off the market price during a defined purchase period.
Training and development
In addition to tuition and textbook reimbursement for approved work-related courses, we offer amazing internal resources such as technical, management and professional development classes, a visiting speaker series, TechFest and even our own library.
Time off
15 paid vacation days, 10 paid sick-leave days, and 10 paid U.S. holidays, plus two personal days to call your own each year.
Career development
At Microsoft, you’ll have an amazing range of opportunities. You might become an expert in a particular field or build proficiencies across many areas. You might be an individual contributor or become a manager. Because we have so many kinds of jobs in so many different places, you can stay in one building, city, or country, or you can cross borders—in person, or virtually.
Your career and professional development is a partnership between you and your manager, reinforced by our numerous career resources. And as much as we’re here to support you, we believe your career is an individual adventure. You drive your career development plan while your manager assists and coaches you, and we provide a framework with the tools and resources you need to succeed.
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It's our people who help us go places
We believe that when good ideas are shared, great things can happen. That's what led us to great innovations like the Prius and the zero-emission, hydrogen-fueled Mirai. And it's what’s driving us to deliver the next generation of mobility solutions to help everyone around the globe move freely and responsibly.
Everything we produce is a result of the hard work and talent of our team members. We strive to create a company with the best and brightest individuals who work every day to innovate and share our know-how in ways that benefit people, society, and the planet. Let’s go places!
Life at Toyota
Bringing us together
This is an exciting time to be a part of Toyota, as we bring together all of our headquarters operations in Plano, TX (about 20 miles north of Dallas), expand our technical center near York Township, MI, and build a new production engineering facility in Georgetown, KY.
But we’re in more places than just these three. With facilities and offices all over the country, you can find a job that’s right for you, whether it’s in engineering, finance, marketing, sales, strategy, IT, or another corporate support area. A lot of different skills go into making, selling and financing the future of mobility.
Let's make real progress, together
We make cars and trucks for all kinds of drivers, in communities across America. So it makes sense that our employees reflect the diversity of our customers. It’s how we build great cars and stronger connections in our communities.
Business Partnerning Groups
Created to help build inclusion and foster professional development, Toyota’s Business Partnering Groups are employee-driven networks based on shared characteristics and/or life experiences. These volunteer organizations work to support business objectives as well as strengthen the collection of innovative ideas and voices that represent the future of Toyota.
Opening our doors to opportunity
Our recruitment and hiring processes are recognized for treating all candidates with respect and dignity. Our aim is to attract, develop and retain a diverse workforce that brings innovative thinking, new perspectives and skills to our company, while placing a priority on professional mentorship and career advancement.
Diversity makes smart business sense
Our commitment to diversity doesn't stop within Toyota. With over one billion dollars of business conducted with minority- and women-owned suppliers every year, we're building strong and successful relationships with some of America's most vibrant and progressive companies.
Our dealer network is the best in the country, and represents the power of investing in minority-owned businesses.
Steps to Applying
In our spirit of always-better cars and always-better service, we’re committed to making the Toyota team member experience always-better too. Our focus on improvement also applies to our application process. For most applicants and in most of our locations, the simple process described below will let you know what you can expect from our recruitment process.
Toyota is a company that respects your talent, rewards your hard work, and believes in helping you grow and advance your career.
We want to enhance lives through forward-thinking mobility solutions, and we’re looking for people like you to help us bring these solutions to light. If you want to be part of the next-generation of innovations that help get the world moving, then join us. And let’s go places, together.
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The Technical Manager – Infrastructure Repair & Maintenance & Essential Services (IRM & ES) is mainly responsible for the management of all ‘Infrastructure Repair & Maintenance’ and ‘Essential Services’ across Emaar Community Management (ECM). However, the role will also have an overall responsibility for managing all technical aspects relating to Asset Management within ECM Operations. The Technical Manager reports to the Director, Technical Services, ECM.
The Technical Manager will work closely internally with Emaar Community Management teams including Emaar Projects, Facilities Management, Customer Care and externally with Consultants, Service Providers and UAE regulatory authorities such as Dubai Civil Defence, Dubai Municipality, etc.
PRINCIPAL ACCOUNTABILITIES:-
Operations Management:
•Provides technical input as necessary into all aspects of facilities management disciplines within ECM.
•Ensures that all ECM managed facilities are maintained at an optimum state and in compliance to UAE and local government regulatory requirements.
•Ensures the health and safety of all employees, residents, service providers and visitors in ECM managed facilities is managed effectively and prevent incidents.
•Manage delivery of technical projects such as major/minor rectification works.
•Delivers technical information to department personnel with accuracy and within given time constraints
•Attends meetings and gets involved with site supervision staff and field engineers.
Team Management:
•Manage the technical team members as assigned.
•Shares technical knowledge with peers and department members.
•Delegates work with clear work instructions and provide performance feedback to team members.
•Prioritizes and plans teams and own tasks to ensure they are completed within set deadlines.
•Promotes a development and growth culture within the team and assist the team in their personal development related to work.
Technical Services Management:
•Ensure that all Infrastructure related assets are well maintained and functional at all times.
•Manages PPM works for all Infrastructure assets including irrigation pumping stations, sewage pumping stations, firefighting pumping stations, etc.
•Manages planned and reactive maintenance on all infrastructure networks including sewage network, irrigation network, storm network and lakes interconnectivity.
•Ensure the lakes are maintained in good condition, free of contamination and pests.
•Manages the efficient operation of the sewage treatment plant.
•Manages handover matters including close scrutiny of complex technical systems such as sewage pumping stations, underground pump rooms etc.
•Monitors the statutory testing of services, such as fire alarms, firefighting systems, generators and other life safety systems.
•Monitors and audits contracts for fire alarm maintenance, generators and UPS systems, BMS, utilities and all other technical services.
•Operates equipment requirements analysis.
•Monitors and audits outsourced service providers.
•Reviews relevant environmental matters.
•Writes brief documents and specifications on all technical matters.
•Authorises works from a technical feasibility perspective.
•Manages handover matters including close scrutiny of complex technical systems such as gas or fire suppression etc.
•Assists in writing specifications and documents relating to technical issues that affect asset management e.g. infrastructure facilities.
•Ensures connectivity of all ECM communities to Dubai Civil Defence 24x7 monitoring centre.
•Review the updates and revisions to the ‘DCD code of practice’ on regular basis and notify the management and community teams on any changes, updates, or new regulations.
•Ensure compliance to all UAE & local government regulations are maintained, testing and certification carried out.
Coordination:
•Liaises with all ECM communities and service providers to ensure all IRM services & essential services are in working order at all times.
•Compiles asset registers, where appropriate and development with outsourced consultants of life cycle information to predict future capital expenditure.
•Coordinates with all Service Providers and Community Management staff in order to effectively and accurately audit service provider’s performance.
Customer Services:
•Ensure that our internal customers are provided with timely resolutions to all technical related queries so that they could service the external customer expectations.
•Proactively ensure that Emaar customers are provided with timely resolutions to ensure they could reside in a comfortable & safe environment.
Qualifications
REQUIRED COMPETENCIES
•Minimum Graduate Degree. (Must)
•Minimum 8 years’ experience in a relevant technical role. (Must)
•Advanced knowledge of Infrastructure services and networks (Must)
•Advanced knowledge of Dubai Civil Defence “Code of Practice” & DM Guidelines. (Must)
•Good knowledge of NFPA/SFG20 and other relevant standards applicable to essential services. (Desired)
•Good knowledge of Green Building Regulations & Specifications.(Desired)
SKILLS
•Excellent Technical skills in MS office and other common software packages.
•Ability to communicate clearly and effectively, both orally and in writing
•Advanced organisational skills and forward planning ability.
•Ability to resolve problems under pressure and be decisive keeping Emaar’s interest in mind.
•Flexibility and adaptability to execute the needs of the business.
•Shows good judgement in seeking the authority and the needs of business.
•Extremely self-motivated and team player.
•Ability to handle conflicts or challenging situations confidently.
•Ability to provide rational input in negotiations.
•Ability to provide coaching, feedback and on the job training when needed.
•Ability to utilize available resources effectively.
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In recent years Dubai become the hub of the real estate and other different sectors . Real estate is the main part of any economy . Dubai is the best place for investors these days . Dubai have potential in every sectors like oil and gas sectors , tourism and also in Industry . Millions of visitors visit Dubai every year , some of them visits for vacations but mostly people visits Dubai for jobs . Thousands of people visits Dubai for job . Dubai produce thousands of jobs every month in different sectors . These days Vacancies are open in all sectors like Marketing , Administration , Medical , Civil Engineering , Mechanical Engineering , Accounts and many other Different sectors . All the Companies who hiring are the Multinationals . Any one can apply for these jobs . Its a dream opportunities for fresh graduates for getting best job and start their career with bang . No age limit and not specific county every one can apply for the job and get the job .
Detail about jobs
o Location : Dubai
o Salary : $35000 per year
o Allowances : Yes
o Family Status : Yes
o Holidays : Yes
Allowances and Benefits
All kinds of allowance can provide you like house rent allowance , medical allowance , Lunch allowance , Over time and many other different benefits . More over Dubai is the fantastic place to live and also for work . It will be a fascinating experience .
Click the below link Apply now !
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Keppel has grown from its humble beginnings as a shipyard to become one of the largest conglomerates in Singapore. With businesses in Offshore & Marine, Infrastructure and Property, the Group has a presence in more than 30 countries around the world and a workforce of over 30,000 people.
With people as a core asset, Keppel continues to actively seek out bright and dynamic individuals to join our talent pool. We offer our employees challenging and rewarding careers in dynamic businesses.
To drive the Group into future phases of growth, Keppel adopts a holistic approach towards hiring, developing and motivating our employees, and aligning our workforce with a common set of core values to influence behaviour and shape the corporate culture of our operations across the globe.
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ur Management Traineeship Scheme (MTS) is an attractive two-year programme for fresh graduates to challenge themselves and build their careers and capabilities.
Trainees undergo comprehensive training through job rotations and professional development programmes, which are designed to expose them to the wide spectrum of our businesses and operations.
This modular-based training programme includes an orientation phase, attachments with various departments, classroom-based learning, on-the-job training and specialized workshops. In the process, our trainees are mentored by some of the best industry veterans.
At Keppel, employees with high potential are given opportunities to be developed for leadership positions and to prove themselves.
Outstanding performers under the MTS will be given further leadership and management development opportunities, sponsorship for further education, as well as international assignments and special projects.
The Keppel O&M MTS is accredited by the Institute of Marine Engineering, Science and Technology (IMarEST), an international professional membership body of marine engineers, scientists and technologists.
Upon completing this MTS, participants with the relevant academic qualifications and working experience can register as an Incorporated Engineer or Chartered Engineer with IMarEST.
Requirements:
• Degree in Electrical/Mechanical/Civil/Chemical Engineering (from a recognised university)
• Proven leadership skills with a track record of co-curricular achievements
• Excellent leadership, planning, organising and interpersonal skills
We are a global team of competent and innovative people with a strong passion for what we do.
At Keppel Offshore & Marine, people are our core assets. We seek passionate and dynamic individuals to join our fold, as they embark on rewarding careers in a vibrant global business environment. Build your future with us today.
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Protecting the environment
We incorporate environmentally responsible practices in our business activities, which contribute to efficient and sustainable operations.
We constantly improve our infrastructure to support environmental protection and introduce programmes that encourage employees to be vigilant and responsible in their use of natural resources.
As a Founding Partner of the Energy Efficiency National Partnership (EENP) programme launched by the National Environment Agency, Keppel FELS seeks to help advance Singapore's sustainable development blueprint as well as step up our continuous efforts to adopt best practices.
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Build your future with Syntel
Syntel Careers
For our valued employees, Syntel is a global company that offers a world of opportunity. Whether a consultant wants to build Java applications to power a new financial system, find cost-effective ways to drive healthcare technology adoption, or drive business process optimization, Syntel provides a full IT and KPO lifecycle "playground". Our culture of opportunity, choice, and ownership deliver professional, personal, and financial growth to our employees.
For prospective employees:
Read about Syntel's non-discrimination / non-sexual harassment policy here.
Please be aware that there are a number of recruitment / employment scams being perpetrated at the present time. In order to protect yourself from this type of fraudulent activity, please be aware of the following facts:
An official offer of employment will only come from a SYNTELINC.COM email address.
Syntel will never send you money prior to hiring.
Syntel will never ask you to send money or to purchase anything as a condition of employment.
If you suspect that you have been sent a fraudulent employment offer from a person purporting to represent Syntel, please forward the email in question to US_HRSupport@syntelinc.com for verification.
The Syntel Alumni Network
Connecting Syntellers Across the Globe.
Success is not a destination, it’s a journey. Since we were founded in 1980, tens of thousands of talented employees have contributed to Syntel’s success, and we always strive to provide an environment that enables our employees to achieve their career goals.
For our alumni, we hope your tenure at Syntel represented an important opportunity learn, network, and grow as a professional. If you have moved on to a different organization, we want you to know that the Syntel Alumni Network is still committed to your success.
Opportunity, Choice and Ownership
Syntel's mission is to create new opportunities for our clients by harnessing our passion, talent, and innovation. To succeed in this mission, our employees must maintain a client-focus and be willing to go that extra mile. We strive to deliver quality that exceeds our customers' expectations through our dedication and passion for our work. We strive to live our brand: Consider IT Done®.
Managers in the field are expected to make decisions in the best interest of the customer, always responsible for meeting customer needs. Syntel's on-site management policies encourage managers to view themselves as leaders, coaches and motivators creating a positive growth environment allowing for the input of individual employees. Managers delegate responsibilities to employees, awarding them ownership of processes. The results? High levels of pride, loyalty, and dedication to quality!
An Entrepreneurial Culture
Syntel's entrepreneurial culture encourages employees to think and act like company owners, delivering a culture of opportunity, choice, and ownership.
Opportunity
You need the right environment to reach your goals - Syntel's culture delivers the atmosphere for opportunity. We match your core competencies to the project and to the team's. We also assign each consultant to a dedicated resource specialist who helps identify opportunities to improve skills through training and hands-on experience. We call it freedom of lateral movement.
Choice
Syntel's culture encourages you to take risks that add real value to our company and to our customers. Employees tell us that we offer more choice and career options than our competitors. We listen, encourage your inputs, and recognize accomplishments.
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Ownership
With this knowledge, Syntel encourages all employees to act and think like co-owners of one of the most exciting and fastest growing companies today. As an entrepreneurial organization, we value and recognize those employees who take ownership of challenges and opportunities and think out-of-the-box when solving problems. We empower our employees to take risks, develop creative solutions, and do whatever it takes to make it happen for our customers.
