KVS's Management Plan

KVS's Program Management Office (PMO) allows for control of each process by a process owner who is motivated to ensure that KVS performs industry best practices within that process area. The PMO also enables the development of process descriptions and artifacts for each functional group and distribution across all projects. We have well-defined and institutionalized process for application maintenance management, which allows effective capture, resolution, deployment, and reporting. This long-term commitment is based on the industry proven practices and recommendations of CMMI, Project Management Book of Knowledge(PMBOK), and ISO. We use the rigor of PMBOK in Planning & Initiation, Management and Control, Human Resource Management, QA, Risk, and Procurement to enhance the specific goals of CMMI processes. We employ Rational Toolsto enable application maintenance framework and enhance our software engineering best practices.

Our Management Approach:

• Is metrics driven and performance-based
• Utilizes Earned Value Management to track performance
• Is supported by trained and PMP certified Managers
• Is based on defined, institutionalized processes
• Leverages common skill sets through matrixed staffing - the right skills at the right time for the right duration.

Technology leadership is a key element of our management philosophy. Our technical philosophy has the following primary components:

• Incorporate new technologies to stay ahead
• Combine the best of the product and custom worlds. By partnering with technology leaders, we provide customers with a best-of-breed solution
• Leverage software prototyping to meet customer needs.

Resource Management Approach

KVS's resource management policy, elaborated in the sections below, assures the client that we shall be able to provide personal possessing the appropriate qualifications, skill sets, and experience to succeed. KVS's approach to staffing, workload execution, and manpower reshaping ensures we deliver the right service, at the right time, with the right resources. Our approach addresses the need for meeting transitional and current "steady state" operations, with a focus on consistent customer service as KVS assumes responsibility for operations . The following sections detail KVS's approach to staffing, our policies relating to staff acquisition, retention, professional development, and performance mitigation.

Recruitment Process

KVS's well-defined recruitment process aims to attract the best talent available at competitive rates so that we are able to provide highly qualified personnel on time, in budget - for our clients. Through experience, KVS has in place a detailed and proven process to select and manage employees/ consultants and ensure the selection of the best resources with proven experience and a history of customer satisfaction.

Resource Development and Retention Policy

Training and Professional Development of Resources

• KVS offers a strong value proposition to our customers based on the synergies and power accrued by the optimal combination of competent People, proven Processes, and sound Technology. Our employees are our greatest asset and that makes it our primary objective to ensure that all employees maintain current skills and prepare for the ever evolving and dynamic technology environment. We emphasize on continuing education based on the defined practices and its growth; acquisition of new skills is essential for our employee and organizational growth.
  KVS has several programs to provide a training plan to ensure the highest level of technical competency for our employees.
• Technology Certifications: KVS practices are based around the leading technologies in the Industry. We emphasize on each practice member/ employee to obtain training and certifications on the relevant technology.
• Technical Skill Enhancement:KVS is committed to providing its employees with professional training opportunities and access to the latest developments in technology. Every employee is provided with a skill enhancement guideline based on the employee’s stream of experience. The guide identifies:
• Conferences to attend
• On-line course to undertake
• Certification courses to undertake
• Time-Table for offered In-house trainings
• Customized plan based on training required for a client project
• Management Training:KVS provides extensive training to its management from mid-level to Sr. executive management. We require the project managers to undergo corporate sponsored PMI training and certification. The internal Project Management training includes training on scheduling, estimating, creating and managing the Work Breakdown Structure (WBS) and automated tools. Senior management is required to maintain certifications and participate in various soft skill and management training programs.
• Quality Management:All employees are required to attend quality management training offered as an In-house training program. This is a very successful training program as it enhances the employee’s quality skill and helps the organization to meet/exceed its customer’s needs.
• Soft Skills Training: In light of the changing workplace, KVS offers several soft skills training programs:
• Assertive Communications
• Communicating Effectively with your Supervisors
• Conflict resolution
• Ethics in Workplace
• Leadership
• Making Diversity Work for All of Us • Organizing your Work
• Personality Styles
• Program Management
• Team Building
• Time Management
• Your Attitude, Your Life, Your Career
• Knowledge Exchange:KVS has implemented a knowledge management portal, which enables the employee to share their knowledge across their projects. It enables sharing of technical data & information and pitfalls and successful objects among all employees. We conduct Knowledge Exchange sessions either as an in-house training or via our portal. This has been very successful & been appreciated by our customers as it helped reduce project delivery timelines.
• Performance Evaluation Strategy:Employees form the backbone of an organization. At KVS, we align employee performance with the project’s performance strategies based on interaction of knowledge, skills, and competencies. We hold monthly reviews to check the employee performance and our managers are tasked specifically with encouraging discussion up and down the chain of command concerning issues, complaints, and methods to improve the efficiency/effectiveness of work operations. Our employee performance reviews use a structured system with four phases:
• Performance planning
• Feedback and coaching
• Assessment and review
• Rewards and recognition

Our performance review program fosters a commitment from employees by linking performance to rewards and to the success of the organization. This process also encourages two-way communication and feedback for employees and managers to strengthen or improve work performance, as well as monthly open discussions on career development.