Never pay variable amount, if paid then not more than 10%, Single digit hike, No promotion - werkgeversreview Senior Systems Engineer bij IBM

1,0
21 jul 2011
Aanbevelen
Goedkeuring directeur
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Pluspunten

a) Good locality project may be in Hinjewadi or Hadapsar. b) Whoever joins IBM, they create a new PF account....you have to tell to previous orgnation to transfer to this newly created PF account. c) Lots of processes. d) You have to do documentation work and evidence related things to file for PFA (for promotions). e) Offer letter sent by post, which usually takes one month to come. f) ECTC contains IBM variables component, which hardly paid to employees....especially in GBS. g) Before 2 years tea was free but you have to pay for tea also. h) Life in IBM depends on your People Manager and most of the time your People Manager use to be your project Manager. If he is good then enjoy else cry. i) No HR manager concept....you will not see HR in your tenature in IBM (except while joining or violations). I know this section are to write positive points but positive points are also having some negative side. So highlighting that area also because most of the people has already given positive side of that very clearly.

Minpunten

a) Releaving period is 3 months time.....so no company would take interest in hiring because if you apply for job outside then other company cannot wait for you for 3 months. If other company give notice period of 3 months then it will have fear that you will find another job in this 3 months and will not join. b) Salary majorly goes into Basic and Variable.......While variable is paid once in a year......Generally it is 0% and usally if lucky not more than 10%. c) If you are coming from some company where your CTC was 6 Lakh and you joined here with package as 8 Lakh then this extra 2 Lakh will go in variable and you will get the same salary here which you was getting in previous company. d) Notice Period: 3 months notice period, if you resign then they will tell you to work on Sat and Sund till completion of 3 months. d) For promotions you have to do the documentation work. Which is very pathetic and you have to fill it in short amount of time ( 1 week). If missed then next year. e) Promotion chances are very less. f) From 1 year experience to 8 years experience people they are giving Band 6B. So if joining on Band 6B then see you will be having the same level as people having 1 year of experience. g) Mostly projects are in Maintenance and work life will be terrible. h) CEO gets 40% hike but what employees are getting hike please check with them.

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5,0
20 apr 2026
Aanbevelen
Goedkeuring directeur
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Pluspunten

You can find good mentorship since many people stay for a long time.

Minpunten

Onboarding process and goals from HR are inconsistent.

4,0
26 aug 2014
Aanbevelen
Goedkeuring directeur
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Pluspunten

Disclaimer: A lot of what I'm writing below of course depends on the work area and management chain. But I found this to be fairly pervasive policies in IBM in my 9+ years with the company. 1. IBM's policies and management are very flexible when it comes to working remotely or accommodating various life situations (sick days, doctor visits, etc.). Management is encouraged to measure an employee by their work and impact, and not by hours spent at their office. 2. Great colleagues! Though unfortunately, many have been leaving due to the instability of IBM's HW development business. 3. At least in my area, there's a high level of flexibility on which projects should I undertake based on my and my management assessment of business impact.

Minpunten

1. Unfortunately, IBM still uses the "normal distribution" rating system, where at the end of the year each employee is ranked as a top contributor (5%), above average contributor (15%), average contributor (~75%), and bottom contributor (5%). This curve is difficult to apply in the R&D world, where you may have many members of the team working long and hard hours, and end up being "average contributors" at the end of the year, because there just isn't room for all to be top contributors. 2. The above may not be so disturbing, if only IBM didn't practically cancelled all raises, performance bonuses and incentive for the non top-performers. I've had a consistent "above average" rating in the last 4-5 years, and my raise and performance bonus were ridiculous mere 1.5-2% of my salary. Were I rated "average contributor" I would have gotten NOTHING. So you can imagine that people can go year after year without any raise to their salary. From talking to manager friend, this is IBM's way to eliminate the non-top-performers without having to fire them, as part of its direction of reducing US manpower. 3. Hiring freeze in many areas - again, as part of IBM's attempt to reduce its workforce across North America and Europe we see many jobs move to the India and Far East markets. This is of course upsetting to see local teams shrink and disappear, especially when many great local IBM colleagues and experts begin to drop out. From my experience thus far working with India SW teams - they are still very far away from the standards I would have expected from US and Europe based teams. 4. Poor top down communication about company's and divisions' future. Employees learn from rumors and news websites what's about to come...

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10y
Thanks for sharing your experience, and we're glad that you've had a positive experience working with talented colleagues and taking advantage of IBM's programs. IBM is in the midst of a major transformation, --our Systems business is going through its own changes to strengthen competitiveness. Change is never easy. As part of our transformation, we just launched a whole new approach for how we are coaching employees, delivering feedback and managing reviews. No distribution guidelines or what some think of as 'stacked rankings." What's particularly great is that this was co-designed with our employee base from all over the world... to the tune of hundreds of thousands of page views, comments, on-line debates and discussions. IBMers even named the new system Checkpoint, to reflect the regular feedback rituals we're adopting. Managers are more empowered with the new methodology to help them acknowledge the great work of their teams and help their employees develop professionally. These steps and more are showing up in our employee surveys as well. So IBMers are feeling the change. We are confident these changes will help us in continuing to attract and retain great talent.
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