Quasar imbeds the best in process and our strong team is our main asset. We have the best of process implemented with a strong training and appraisal mechanism. We realise that the best way to apprise the team is the individuals itself. As part of this we have successfully implemented a self-assessment methodology, which has been a great success, coupled with this we, have an in-house tool for testing the technical competences of the engineers.  The Human resource works closely with the sales and the implementation team to get the finest in the industry having the education and experience crucial to meet the demands of the varying customer requirements. The whole process is well defined and effective. The recruitment process: The requisite profile is sorted from Quasar resume bank and our recruitment partners. The short-listed candidates got through four round of Technical, English, CRM and aptitude test and rated according to their  performance. The short listed candidate after the tests undergo a personal interview with the account manager and the human resource  department for adaptability. The candidate matching all the above criteria is then recruited into the team.  Induction Process: After the engineer successfully joins the team they go through the induction program branded as the Quasar University. The Quasar University training schedule consists of training in English, Customer focus, Etiquettes for three weeks. After which, the Engineer goes through the customer specific technology training for the next three weeks After technology training the Engineer undergoes a account requirement specific training for two weeks. The Engineer ready for customer handling. Appraisal Mechanism: Appraisals are conducted periodically not exceeding more then three months depending on the account requirements. Successfully implemented a self-appraisal mechanism, which has proved a huge success. The appraisals focuses on the over all Technical, Operational and Customer focus enhancement over the review period. The periodical reviews are coupled with an annual review. This review takes into consideration the previous periodical review  performances. Incentives are decided accordingly considering the performance and retention criteria