Unethical, Immoral - Not a good place for lateral hires
Good infrastructure, transportation services, Employees at TL and above get to define their salary structure and can opt for a Higher basic (thereby ensuring that they get to save more using PF [12% of basic]).
1. Each year, there is a mandate by the HR team to identify a bottom candidate across career levels. This is not an ideal scenario for anyone, neither for the supervisors who are forced to identify a bottom candidate by their Delivery Leads nor for the candidate who will eventually be ranked as bottom and be selected for a managed exit. If you are not good with your boss or higher ups, you can be a potential candidate to be ranked as bottom (this is all the more applicable for resources in Supervisory roles (TLs and above)).
There have been instances where roles are created to hire external resources simply to protect the existing lot (at AM and above levels). No matter how pathetic and incapable some of these guys are, they tend to cling on like parasites and are protected by their supervisors.
Advice for laterals (AM and above positions) - Make sure you do a thorough check on who the hiring manager is, his/her qualities, the team that you are going to be a part of etc. before joining this company.
2. Doctors hired for their domain expertise being promoted as Delivery/Project managers. Needless to say while these candidates might be good in Healthcare, they lack adequate knowledge and are poor when it comes to knowledge on the SDLC, STLC etc. Some are good at
ProsGood infrastructure, transportation services, Employees at TL and above get to define their salary structure and can opt for a Higher basic.
ConsPoor worklife balance, bad leadership (Complete lack of oversight on projects, they expect you to be available all the time and make you join calls even while you are on vacation)
Bad and Incompetent Management, Policies not transparent, salary and compensation not clearly described, poor and Dishonest HR department
Accenture is number one company only on papers and internet. In reality, it has bad and Incompetent Management, Policies not transparent, salary and compensation not clearly described, poor and Dishonest HR department.
IT systems are poor and ancient aged. Full of corruption. No channel to listen to employee grievances.
Systems in Accenture are not linked and to update any information an employee needs to update many different applications.
Accenture management even except wrong demands of the client because of the simple reason that its incompetent management will not to be able to handle them.
As far as learning is concerned, if you do not keep yourself equipped with good and latest techniques by enrolling yourself in outside/Market courses you will loose all your knowledge. Accenture conducts training but those are not relevant and much useful. In all, no new learning.
Even people at level B (senior manager/GPOs) are involved in junior level processing. Still the teams need to work extra hours to complete day to day work whereas in other companies even senior associates handle the day to day work properly without putting any extra working hours. This shows the incompetent, incapable and inexperienced management at Accenture.
Also, for India Accenture workers there is no payment for extra working hours and Indian employees are working extra hours everyday.
Accenture is ruled by too much politics and nepotism and that is the biggest reason of incompeten
ProsNothing good to say. Worse than any other company of the same business line
ConsProductivity tool ACMS applied however, no concentration on quality work or employees health, Incompetent managers
A high pressure work environment with strict deadlines. The organisation also had several initiatives for employee satisfaction.
A typical day at work started with looking at my mailbox as well as my HR Dashboard (one where requests and queries are auto directed to the respective HR) and formulating a to do list for the day by prioritising the tasks.
I then had various employee and line manager connects where I would interact with them face to face or anchor HR training programmes for them.
I would then look at the available employees and open roles within the organisation, screen their resumes and share their profiles with managers who posted the demands. For this, was responsible for North America based clients.
Further, I was responsible for transfers and thus had to ensure smooth domestic/ international transfers of employees.
I was also responsible for ensuring our team is compliant on the key performing indices. Thus had to review in detail our progress on each factor, prepare a bi-weekly report on the progress for the HR Manager.
Most weekends, I participated in open houses where pre registered candidates could come in for an interview. In this, I administered the aptitude test and took the HR interview round in addition to ensuring the applications were duly filled and all relevant documents were provided if the candidate were selected. I also had to ensure the line managers were filling out interview feedback forms comprehensively.
I learnt how to distinguish and prioritise tasks better to have an organised day and to keep track of what is pending. I also was able to hone my prese
ProsGreat co workers, extensive exposure to various dimensions of HRM
Your ordeal begins From the day you join. They first hire people and then put them on bench saying that their are no openings for his skill. Then you might be asked to cross skill to a different technology and start from scratch, the ordeal doesnt end here, now you may be asked to relocate to a different city,
I was surprised to see that they were hiring for the skills for which people were sitting on bench !!! Their is hardly any coordination between the HR/ management.
You need a WBS(Charge code) for anything and everything, you need a notepad , you need to fill a form, email that , get that approved and what not.
The HR is only for name sake, most of them sitting in a different city , you might work in noida and your HR in Banglore, if you are lucky and they are in the same city, they seldom hear you, even if you go to them with your grievances, dont expect them to help you coz only God knows what they remain busy with.
WORK LIFE BALANCE
You are supposed to work for over 10hrs a day, often extending you shift , working on weekends, working from home , and you dont get any comp. offs / over time for that . They dont even allow documenting that in your yearly appraisals as thats illegal !!!
Hardly any good projects left in Accenture, most big projects have been lost to its competitors like wipro, Infy , HCL, thanks to its inefficient Sales teams and management.
Most managers are self centered , only concerned about their promotions and hikes, while you w
ProsGood Brand Name
ConsPoor work life balance, Unprofessional Management
I am missing that place right now. In one word, simply Awesome.
The company has a very good work culture that is maintained by the employees there. "Respect for the individual" is the keyword there. You will be respected for who you are and if you do have any problems, everybody is there to help. Its more like a family and it reflects in the job security as well. Accenture doesn't fire its employees unless its the only option left.
A typical day for an employee would start in the morning(although for some roles there are other shifts), but the idea is, you get instructions from your client(if you are in a role where you interact directly with the client, like how I was) or from your supervisor in your mailbox and you spend the rest of the day doing them. For any reason you end up not being able to do it by end of the day, just let your supervisor or client know and there are no issues. There is this laid-back culture in accenture, where you don't see supervisors or clients pushing you to do the tasks quickly. There are no points for how fast you do the work here. Its all about the quality. So, its okay to take your time, relax and do the work. The only case where you end up being under pressure is when a defect arises from the work you released. That pressure depends on the severity of the defect. Thats why its always best to take some extra time to check your work before delivering it.
If you are a person who likes to keep yourselves updated on the latest technology
ProsWork Culture, Focus on People
ConsAverage Pay, Offices only in the Metropolitan Cities.
Designation : Campaign Specialist (Level F)
Job profile : Job Profile involved the following competencies-
• Have been working for three months on the Aprimo front end tool - Relationship Builder - to set up campaign logic for extraction
• Understanding of segmentation for Email, SMS, Calling or DM campaigns. Building a campaign list according to Brand’s requirement.
• Raise tickets with the support team for database related issues and assist in analysis
• Have an understanding of the data flow in the backend system managed by Teradata
• Managed the process of Campaign build (Setting up of campaign business rules/ Scenario testing / data validation / generation of the list and transfer of the list for Execution). This also included confirmation of the launch and discussions of learnings post campaign. Have solely managed multiple request from multiple brands
• Spoc reporting: This activity included management of the individual QoS and the Incident reporting tracker.
Worked for Accenture Services Pvt Ltd Mumbai -December 2009 -2014
Designation : Project Management
Job profile : SharePoint Configuration
• Creating Community sites.
• Creating Team Corners for the sites as per the requirements from client, giving permission to end users.
• Taking care of assigning work to Team members
• Online Trainings on the DPDS tool to clients on calls as well to the new joiners.
• Report Track
Accenture Services Pvt Ltd. May’10 Till Feb’14.
Network Operation Centre L2 Engineer (Client: Royal Bank of Scotland)
• Supporting Global Data Network Project (APAC/UK/US region) in 24*7 environment having more than 8000 sites and 18000 devices which includes all branches, back offices, ATM and Data Centers of RBS.
• Working over the incidents raised/generated in HP Openview (ticket management tool) and ensure resolution of the incident within the agreed SLA with the customer.
• Troubleshooting of LAN and WAN issues in RBS Network by joining Recovery Calls including other teams like Recovery Management, Incident Management etc.
• Coordinating with various vendors (Cisco, BT,COLT,C&W,IBM) to resolve hardware/configuration issues of Links & Circuits and issues related to Cisco devices (Routers, Switches)at branch offices , back offices and ATM sites across the Globe.
• Implementing changes from generic requests like Vlan-id change, Port activation to complex requests like, Routing Changes.
• Supporting RBS Project by using tools like HPSC, Clarify, QIP, EOTS SNMP Server, Cisco Works, Zenoss and Voyence.
• Working on maintenance activities which includes CMRs, power down and configuration changes.
• Changing configuration on devices including replacing hardware mainly Cisco L2/L2 Switches and Routers.
• Worked on incident remediation activity, where identified repetitive incidents and worked to stop those incidents.
Around 10 yrs of relevant IT Experience in BPM Products like Pega –PRPC, PEGA-CRM(CPM,CPMHC)
• Around 10 yrs of relevant IT Experience in BPM Products like Pega –PRPC, PEGA-CRM(CPM,CPMHC) and TIBCO-iprocess-Business Studio and EAI Products- TIBCO Business Works.
• Working on PEGA requirements from 3 year and CPM Clients.
• PEGA 6.1 CSA, CSSA certified.
• 2 months at Client Location in London supporting the application during the pre production phase - Client Merrill lynch -BOA.
• 6 months at Client Location in Toronto , Canada working for TD securities.
• Good understanding of PEGA PRPC and CPM framework.
• Responsible for Off shore resources , work management and solution implementations. Managed Work by setting up the follow up and status calls.
• Interaction with business teams and higher management and managing the work and estimates on CR's and involvement in the project management and attending client/onsite calls and negotiating with client teams on the deliverables and time lines.
• Demos/presentations of product to Clients and created the Design of the Application.
• Responsible for code reviews and to the best practices and guiding Team in designing the flow and UI design with requirements, creating the documents from the data on the captured screens.
• Monitored project activities and advised staff of issues due to resource availability.
• Working on Web service integration, External DB Configuration and calls and email notifies and defect fixes.
• Involved in on-boarding the resource allocation and defect management and tracking performan
Surely a Great Place to Work, should maintain it before few spoil it completely
No doubt that it's great company but this is dependent the kind of management that you got an opportunity to work with.
A flat organization that one can reach to any level and share /execute their ideas.
People with flexibility get the kind of roles of they look for and will have fast paced career path and roles are assigned based on the potential not by the seniority, which a very good sign.
Resources normally lose focus on technology after 7 to 8 years experience and technology gurus are very less with more than 10 years of experience. It's all pure project / program /account management and technology focus is less.
IDC is just a delivery center, purely involved in delivery of a deal which they are not involved at all during the solution phase. Lots of unnecessary cost at onsite puts tremendous pressure on IDC to meet financial goals.
Technical skills will deteriorate and resources lack grip on technology from Team Lead (Sr) onwards, not a technology company for people with more than 8 years of experience. Opportunities to grow as a Technology Project / Program Manager are less irrespective of the greater flexibility that anyone is open to demonstrate.
Resources at all levels are occupied with what is in store for me in next year appraisal right from the next day of current year appraisal and least focused on things at hand to be delivered.
People with 7 to 8 years of Accenture experience are also fired if the background check fails. But I don't hav
ProsGood learning curve in people, delivery, demand and financial management and exposure to challenging clients, Competitive compensation compared to market and market correction happens almost every year
ConsTechnical skills will deteriorate and resources lack grip on technology.
Senior Process Associate – F & A Operations (Accounts Payable- Access Billing Management & Reconciliation)
• Working for our Client AT&T F&A, the largest Telecom service provider in U.S
• Handled the Knowledge Transfer activities for the entire team
• Actively involved in the stabilization phase of the process along with timely fixation of the identified process gaps
• Weekly review calls with the customer on process updates, knowledge sharing and best practices sharing
• Managing the day to day operational & people related activities for the entire team
• TAX reconciliation of CALA Region.
• Responsible for Variance analysis of circuits, Budgeting and forecasting for the upcoming expenses.
• Responsible for 45 Operational Reports (Daily, weekly & Monthly) & MIS Reporting.
• Handled a team of 06 people (In Supervisor’s absence for 2 months).
• Taking care of training the team members.
• Resource and production planning, work coordination within the team to provide cost effective, high quality service within agreed SLA's.
• Drive & measure accuracy & productivity and assume responsibility for that.
• Identify opportunity for process improvements, share with mgt team and drive execution.
• Identify and share best practices across larger team.
• Work with client contacts to help resolve issues, appraise the current status and share performance metrics in relevant forums.
• Transitioned the Accounts Payable process along with a group of associates from the client’s site based out of Canada.
• Co-coordinating with the agents for upda
Oh boy, where to start?
I applied and was accepted for role as a content review analyst with Accenture, working on a project for a big social media brand back in July 2018 then left in November 2019. It was a brand new project with a brand new office so their was a great feeling at the start that even at associate/ analyst level, you felt like you were really a part of something important. Everyone who I started on the project with were amazing, supportive and the management were super too!
Until about January 2019, when things started to go downhill...
I will try not go on massive tangents so here's some pro's and con's to digest:
1. Perfect first job (but not for the faint hearted)
2. Top notch talent across the board from analyst's to TL's
3. Good benefits such as provided wellness program and coaching, discount card, seasonal outings/parties, free things now and then.
4. Good facilities such as: Modern eating area with a large kitchen area. Restrooms are spacious and clean, a relax room with massage recliners,meeting rooms and quiet rooms also.
5. Decent location that is a 5 minute walk away from a gym, convenience store and cafes.
6. Public transport is good with the office near a Luas Green line station and bus stop. Office is near the main motorway too.
1. The salary is just bad, for the kind of job that it is. On top of that, their were months where your pay was messed up on payday due to 'technical errors' or whatnot
Worst experience possible for an experienced hire.
I came into accenture as a Management Consulting Manager hired for my experience in managing change and in assurance processes. The director and Sr. Mgr who intereviewed me made it very clear I had exactly the experienced they desired. I soon learned there was a major disconnect between their point of view and the perspective of those actually running the projects. It also became clear there were a lot of rules and cultural issues which were never communicated to my by my career coaches (supervisors) or by the HR team who placed people on projects. Here are the details which support my opinion
1. The "Career Coach" I had was more interested on how I supported her career than mine. She did little to coach me or resolve the barrier on my getting onto a project. after 9 months, when I was transferred to a different group, she dropped me because I "was no longer able to support her". Career Coaches were the masters of my fate and were never reviewed on their ability to be a good career coach.
2. I joined as an experienced manager. I couldn't get on a project and was repeatedly told it was because of the risk I presented because of my lack of experience with Accenture's methodologies. This turned out to be a significant Catch 22 as I couldn't get the experience. No one wanted to use me in a developmental role because of the "cost" to do so. I was turned down on over 60 projects during the first 4 months after being hired. I sought out training on the methodologie
IT Consultant working close with multiple clients and advises them on different technical facets in order to offer support to their demands and problems related to the technology being implemented. Helped in providing strategic guidance to the organization related it Quality Assurance, and System administrator duties. Highlights include:
Test Architect (Ascension Health): Managed implementation and set up of HP QC 11.0 for SAP ERP program. Developed, updated, and maintained testing standards and procedures. Created training program to be used by company on use of and maintenance of HP Quality Center.
Governance Test Lead (Google): Managed application and user acceptance test for two releases of a telecom enterprise implementation. Trained Google Analysts on standard testing processes and procedures which include test planning, test execution, test data, and defect management, metrics and reporting. Managed 30 users during UAT test execution which allowed completion of UAT on scheduled and budget. Utilized multiple project management tools in order to manage resources and risks across all aspects of testing.
Test Assessment Consultant (AVNET): Consultant of testing in order to assess the clients testing capabilities. This was done through the use of client interviews and assessment of the clients testing documentation. The assessment looked at the capabilities through the use of the testing maturity model. Analyzed the companies testing capabilities as co
This Accenture branch has went downhill ever since they changed management and put Chris G. in charge . They started getting rid of all full time employees (Some were there 15+ yrs) because they just want contractors now since they can pay them less, give subpar benefits, and can get rid of them any time they want without much warning.
They will lie to the new contractors and say you will be hired in but you will not. You will just possibly get another “contractor” title that has a few more benefits.
It is nothing but a popularity contest and if you don’t fit in then you will not move up. The ones that do s*xual things with big shots will move right past you and end up being your boss but be surprised when they are not respected!
You will not move up in the company if you ever say no. If you want a claims analyst job then expect to have no home life and to be pressured and bullied to work overtime every night and every single holiday. If you say no then you will have to worry about being fired.
I worked there for over 5 years before they “laid me off” because it was “too expensive to keep me” as a full time employee which is what HR told me (HR lost her job too months later) and they had no place to put me (which was a lie). I was quickly replaced by a new DR*GGIE guy (who had been there just a few short months) on our team who was best buds with others higher up and they made him an FTE and put him over a team after saying they didn’t have room and would not have anymore
Ho fatto uno stage con ATS, è stata un esperienza negativa sotto tutti gli aspetti. Sono bravi a manipolarti, sfruttando il nome e il fatturato di un Azienda di tutto rispetto in ambito internazionale e forse soprattutto in altre nazioni. Da fuori ti fa subito un'ottima impressione, ma quando entri soprattutto nella sede centrale e capisci un attimo nell'ambiente in cui ti trovi, te ne penti alla stragrande di esserti candidato. Sfortunato di essere capitato in un team di avvoltoi come colleghi, subito pronti a farti la morale con quella finta aria di superiorità, a non darti neanche confidenza, figurarsi a collaborare, circondato da managers incompetenti pronti a giocare coi ricattucci psicologici anche dal punto di vista contrattuale, gente che comunque non si vede mai, team leader o superiori che ti sbattono da un task a un altro, a fare il misero o lo scarto, giusto per farti capire che tu non sei nessuno e se un giorno lo sarai ci sarà sempre qualcuno sopra di te a cui dovrai rispondere e sempre pronto a farti il cazziatone, come se ciò non bastasse, a volte vedi che il tuo lavoro, ciò che hai fatto tu e per cui ci hai perso magari diversi giorni si prende i meriti qualcun altro: se questa si chiama sana competizione allora posso certamente dire che è "lavorativamente educativa" come esperienza. Quanto al resto lasciamo stare: i progetti e i clienti saranno anche importanti, ma l'organizzazione del lavoro è pessima, troppi passaggi burocratici, troppe autorizzazioni, tro
Esperienza in consulenza di cui avrei fatto anche a meno
La mia esperienza è stata di due mesi e mezzo in qualità di consulente sul frontend per conto di un'altra azienda, tutto in smart working. Il progetto consisteva in un applicativo web per l'automatizzazione di processi bancari. Avendo tre anni e mezzo di esperienza in Angular mi sarei aspettato un progetto fortemente basato su questo framework, invece sia il frontend che il backend sono stati costruiti con due framework personalizzati per il cliente e di Angular c'era solo l'impalcatura superficiale. Fin dall'inizio mi sono trovato male a lavorare con il framework frontend del progetto (Darwin), trovandolo molto scomodo, macchinoso, per nulla personalizzabile riguardo ai componenti grafici (non si possono sovrascrivere le classi CSS del framework e ho detto tutto...) e avente poca documentazione (solamente due pagine web che peraltro non sono sempre state molto esaustive).
Le attività di sviluppo quindi fin da subito non le ho trovate stimolanti, inoltre gli sviluppatori che hanno creato il framework ci hanno dato supporto, però nella maggioranza dei casi o ci hanno risposto con molti giorni di ritardo oppure ci hanno proposto soluzioni che noi abbiamo dovuto evitare e usare noi stessi delle soluzioni ad hoc. Lavorare su file typescript di oltre mille righe con una marea di funzioni per fornire dati mock non ha aiutato per nulla la leggibilità del codice (in aggiunta, scrivere funzioni che chiamano le API dentro un componente Angular perchè è logica di Darwin e non in servi
ProsStraordinari pagati, disponibilità dei colleghi
ConsProgetto per nulla stimolante, framework di sviluppo frontend odioso, poca documentazione del framework, Abitudine di Accenture di far fare ai dipendenti più di 8 ore di lavoro