1. Negotiate with your employer to get a good severance package.
2. If you have a debt of any kind -- home loan, personal loan, credit card payment etc -- make provision for that first from the money that you can squeeze out from your ex-employer.
3. In the meanwhile, try to search for job, even if on a temporary basis, matching your skills and profile.
4. Your next priority should be your grocery expenses.
5. There is no need to tell you that when you are laid off or are expecting the same you should come down heavily on your socialising expenses including outings to hotels, multiplexes, vacations et al.
6. Try asking your parents and friends for some money in case your severance package amount fails to meet your monthly expenses.
7. If your severance package is good make sure that you keep at least 20 per cent of this money into an emergency fund.
8. If charity begins at home, cost cutting too should begin from home.
9. Spend most of your time fine tuning your resume, preparing for interviews, adding new skill sets related to your job profile.
10. Finally, don't forget to make a plan about your future as you will have enough time to ponder over your finances and career.
Tuesday, November 18, 2008
How To Survive A Layoff Or Downsizing
Layoffs used to be temporary in nature. This meaning has changed now because, for a long time, this term has been used for referring to the permanent elimination of employees as a part of the cost-cutting measure. One of the most difficult situations in an employee's life is when the main source of income comes to a full stop.
However, it is essential for you to keep cool and create strategies to overcome it.
Here are some tips that can be incorporated in order to survive a layoff or downsizing:
• Define your network: The first step towards surviving a layoff is to define a network of friends, co-employees, and professional associations that may be of some help.
• Approach the HR department: You may ask your former HR department to help you get a job. The HR department is one of the powerful departments in an organization and has a lot of contacts.
• Update your resume: The resume is one of the most essential marketing tools while searching for a job. Make sure that your resume is clear and concise and is written specifically. It serves as one of the best ways to market your talents. With this fact in mind, make sure that your resume is written according to the company's requirements. Try to present a brief overview of your qualifications to the interviewer.
• Scan classifieds for potential employers: Scanning for potential employers is important as it will give you an idea about which companies require employees with the kinds of skills that you possess. The main idea behind scanning through the classifieds is to check for those companies that are well-established and are not facing any losses.
• Reorganize your finances: Make sure you organize your finances as soon as you have been laid off. Try to save more money than ever before and sell things that you are likely not to use in the near future.
• Contact the unemployment office in your state: As soon as possible, contact your state unemployment office, as it helps in getting the waiting period out of the way.
• Submit your updated resumes to different job portals: In order to get a job faster, submit your resume to as many online job portals as possible. Highlight your skills and qualifications and approach a number of employers simultaneously. Be sure to use cover letters that are specialized for each company and job opening.
• Contact references: You may also contact references and let them know that you are back in the market. They may be able to help.
• Request a recommendation letter: Recommendation letters help people get better opportunities in life. In order to get a good job, you may ask your former employers to draft a recommendation letter for you and if it is convenient and not too busy, mention what has happened to your previous employer.
• Practice mock interviews: To present yourself in a better way, you should practice mock interviews so that you can confidently deal with the interviewer.
Losing a job is never easy; the tips above can make it easier to make your way through.
Tips to help you survive a layoff
With times looking grim for the U.S. economy, it's important to keep your head up and plan for your next step in case you are laid off. This may be difficult because the fear of a layoff could be so paralyzing, it is difficult to find a new job. Richard Bayer, a former professor of economics and ethics who currently serves as COO of The Five O'Clock Club, a career coaching and outplacement network, says that you may end up better off than you were before you were laid off.
"Resist the urge to think of unemployment as the end of the world, no matter how upsetting it may be," he says. "Think of it instead as an opportunity to improve yourself and to make a fresh start. Maybe you're going to find out that what you enjoy doing and do well is different from what you were doing."
Bayer offers seven steps for keeping your boat afloat, among them:
> Negotiate the best possible severance package.
> Make job hunting your new job.
> Expand your search.
> Stop reading about the economy
For more on job search techniques:
- check out this CIO.com article
How to survive a layoff
Although the job market is getting tougher to navigate during the weak economy, there are still ways to get around it.
Jay Gingrich, at StaffMe.net, says if you're laid off, the first thing you should do is not panic. Look to friends and family for support and most important, act quickly.
"During a layoff, your other coworkers are being laid off, too. There is a lot of competition going into the market," he explained.
Second, update your resume and get friends and family to critique it. Once it's done, get it out there, especially on the Web.
"If you are looking to stay local, start with your local job boards," Gingrich suggests. "Then begin to register with national boards like StaffMe.net, Monster and Career Builder.
Third, take the time to define your career goals and be open to moving.
"If the opportunity presents itself, you need to jump on it. Change can be a good thing," Gingrich says.
He adds that you should always have a polished resume.
If you think your job could be in jeopardy, it's okay to post your resume as long as you don't disclose confidential information about your company.
Currently, the average time someone is unemployed is 17.5 weeks so it's a good idea to try to have money saved to cover that length of time.
Jay Gingrich, at StaffMe.net, says if you're laid off, the first thing you should do is not panic. Look to friends and family for support and most important, act quickly.
"During a layoff, your other coworkers are being laid off, too. There is a lot of competition going into the market," he explained.
Second, update your resume and get friends and family to critique it. Once it's done, get it out there, especially on the Web.
"If you are looking to stay local, start with your local job boards," Gingrich suggests. "Then begin to register with national boards like StaffMe.net, Monster and Career Builder.
Third, take the time to define your career goals and be open to moving.
"If the opportunity presents itself, you need to jump on it. Change can be a good thing," Gingrich says.
He adds that you should always have a polished resume.
If you think your job could be in jeopardy, it's okay to post your resume as long as you don't disclose confidential information about your company.
Currently, the average time someone is unemployed is 17.5 weeks so it's a good idea to try to have money saved to cover that length of time.
How to Survive a Company Layoff
With the exception of being let go from a retail position after a store closing when I was in college, I have never been on the receiving end of a layoff. However, I was unfortunate enough to have to deliver the news to team members who worked with me at my last job, and it was one of the most unpleasant experiences I have ever had to deal with at work. Through their painful experiences I have been able to gather a few tips for surviving a layoff.
Sink or Swim
I personally don’t believe in layoffs because I am sort of a “sink or swim” kind of guy. When an employee devotes their time and energy to a company they deserve some loyalty in return. Sink or swim, employees and companies should be in it together. Unfortunately, corporate America is mostly concerned with bottom lines, so they frequently take the opportunity to “weed out” employees who earn too much, produce too little, or are nearing retirement benefits. If “dead wood” exists in an organization it should be dealt with individually, but not by taking otherwise hardworking casualties along with them as part of a massive layoff. OK, enough of my rant, back to surviving a layoff.
Keep Your Ear to the Ground
If your company has announced a round of layoffs it means there are storm clouds on the horizon, regardless of how secure you may feel about your particular job. If you are lucky enough to be notified ahead of time, use this advanced warning to your advantage. Put your financial turnaround on hold and quickly begin stockpiling cash. Here are a few ideas to guide you though this most difficult event:
Pay minimums on ALL debt, nothing extra. It is important not to get behind with storm clouds on the horizon, so continue to stay current on all debt accounts. If you were making additional debt snowball payments, suspend those temporarily until the storm clouds have passed, or until you have found another job.
Pile up cash in an emergency fund. Using the debt snowball amount you were previously paying on that smallest debt as a starting place, throw every single dollar you can find in an emergency fund. Have a yard sale, sell stuff on eBay, and look for some quick-to-hire part time work. This emergency fund will have to sustain your family until you can find new employment, a period that could take weeks, or even months.
Negotiate. When you get your pink slip, negotiate as many benefits as you possibly can before your exit interview is over. Don’t be satisfied to just get a promise of a good reference and any unpaid vacation. Companies, especially large companies, want to make this as smooth a transition as possible to limit any negative publicity. Use that to your advantage and ask for an extension of health coverage, or additional paid weeks per year of service. Work any angle you can to maximize your severance package. Remember, you have a family to feed! Don’t worry about appearing ungrateful, or making anyone mad. What’s the worst they could do - fire you?
Use severance funds first, then the emergency fund. It isn’t easy dealing with a drastic drop in income. Consider depositing severance funds in a separate savings account and set up biweekly withdrawals in roughly the same amount as your previous take home pay. Do not touch this money for any reason other than living expenses and perhaps some small job hunt expenses (travel, new suit, etc.), and in that case be extremely frugal. Remember, this money supply is finite. If you get frivolous now because you feel sorry for yourself you will be broke in no time and find yourself feeling even worse.
Find a new job, and fast. Now is not a time to sit around having a pity party. Get out there and find a new job. Work your network of friends and family. Keep in touch with other colleagues who have been rehired and ask them for any leads. Brush up on your interview skills. Learn what not to do in an interview. Treat this job search as your full time job. Sure, it would be fun to take a couple weeks off to rest and relax, but you can’t afford it. The faster you find a job the less you have to use of your severance money, making what’s left a nice bonus towards your financial turnaround.
When employed again use any remaining severance and emergency fund stockpiles to pay off debt, down to the original amount of your beginner emergency fund. Now is not the time to blow money to celebrate. If anything, this experience should have taught you a valuable lesson - there is no such thing as job security. In an ever-changing global economy filled with uncertainty, any work could dry up in an instant leaving you unemployed. There is no better time to get out of debt, build your emergency savings and work towards financial independence.
Sink or Swim
I personally don’t believe in layoffs because I am sort of a “sink or swim” kind of guy. When an employee devotes their time and energy to a company they deserve some loyalty in return. Sink or swim, employees and companies should be in it together. Unfortunately, corporate America is mostly concerned with bottom lines, so they frequently take the opportunity to “weed out” employees who earn too much, produce too little, or are nearing retirement benefits. If “dead wood” exists in an organization it should be dealt with individually, but not by taking otherwise hardworking casualties along with them as part of a massive layoff. OK, enough of my rant, back to surviving a layoff.
Keep Your Ear to the Ground
If your company has announced a round of layoffs it means there are storm clouds on the horizon, regardless of how secure you may feel about your particular job. If you are lucky enough to be notified ahead of time, use this advanced warning to your advantage. Put your financial turnaround on hold and quickly begin stockpiling cash. Here are a few ideas to guide you though this most difficult event:
Pay minimums on ALL debt, nothing extra. It is important not to get behind with storm clouds on the horizon, so continue to stay current on all debt accounts. If you were making additional debt snowball payments, suspend those temporarily until the storm clouds have passed, or until you have found another job.
Pile up cash in an emergency fund. Using the debt snowball amount you were previously paying on that smallest debt as a starting place, throw every single dollar you can find in an emergency fund. Have a yard sale, sell stuff on eBay, and look for some quick-to-hire part time work. This emergency fund will have to sustain your family until you can find new employment, a period that could take weeks, or even months.
Negotiate. When you get your pink slip, negotiate as many benefits as you possibly can before your exit interview is over. Don’t be satisfied to just get a promise of a good reference and any unpaid vacation. Companies, especially large companies, want to make this as smooth a transition as possible to limit any negative publicity. Use that to your advantage and ask for an extension of health coverage, or additional paid weeks per year of service. Work any angle you can to maximize your severance package. Remember, you have a family to feed! Don’t worry about appearing ungrateful, or making anyone mad. What’s the worst they could do - fire you?
Use severance funds first, then the emergency fund. It isn’t easy dealing with a drastic drop in income. Consider depositing severance funds in a separate savings account and set up biweekly withdrawals in roughly the same amount as your previous take home pay. Do not touch this money for any reason other than living expenses and perhaps some small job hunt expenses (travel, new suit, etc.), and in that case be extremely frugal. Remember, this money supply is finite. If you get frivolous now because you feel sorry for yourself you will be broke in no time and find yourself feeling even worse.
Find a new job, and fast. Now is not a time to sit around having a pity party. Get out there and find a new job. Work your network of friends and family. Keep in touch with other colleagues who have been rehired and ask them for any leads. Brush up on your interview skills. Learn what not to do in an interview. Treat this job search as your full time job. Sure, it would be fun to take a couple weeks off to rest and relax, but you can’t afford it. The faster you find a job the less you have to use of your severance money, making what’s left a nice bonus towards your financial turnaround.
When employed again use any remaining severance and emergency fund stockpiles to pay off debt, down to the original amount of your beginner emergency fund. Now is not the time to blow money to celebrate. If anything, this experience should have taught you a valuable lesson - there is no such thing as job security. In an ever-changing global economy filled with uncertainty, any work could dry up in an instant leaving you unemployed. There is no better time to get out of debt, build your emergency savings and work towards financial independence.
5 ways to survive a layoff
* The key to staying valuable to your employer is really no different than in good times, but critical in slow economic times.
* Take initiative to learn on your own. There are so many developments that it's important to invest your time in your career by getting the latest technology training even if you must pay for it and do it on your own time.
* Be flexible in accepting work assignments. Be willing to accept responsibility for others who have been laid off and take on some new responsibilities because there is no budget to hire.
* Be a problem solver: Don't complain about the difficult circumstance the economy may bring upon your company. Look for solutions to problems.
* Know your business and how your role impacts customers and the bottom line. Even though you assume a specific IT role within your company, you must be able to think like the CEO and see the big picture.
* Take initiative to learn on your own. There are so many developments that it's important to invest your time in your career by getting the latest technology training even if you must pay for it and do it on your own time.
* Be flexible in accepting work assignments. Be willing to accept responsibility for others who have been laid off and take on some new responsibilities because there is no budget to hire.
* Be a problem solver: Don't complain about the difficult circumstance the economy may bring upon your company. Look for solutions to problems.
* Know your business and how your role impacts customers and the bottom line. Even though you assume a specific IT role within your company, you must be able to think like the CEO and see the big picture.
Survive Layoffs
Survive Layoffs - The Issue: Employment in the financial services industry is highly cyclical, creative a constant imperative for employees to be prepared to survive layoffs. During bull markets, when the prices of financial assets are rising, financial services firms expand and hire aggressively. With the slightest hint of an oncoming bear market, when the prices of financial assets appear to be starting a general, prolonged decline, financial services firms ruthlessly slash headcount and payrolls. It is not unusual to see employment in a given firm fluctuate by as much as 50% between market peaks and troughs.
A Case Study: Merrill Lynch was once nicknamed "Mother Merrill" and noted as a bastion of stable and sensible hiring practices relative to its industry peers. Before 1987, there was little need to prepare to survive layoffs. Since 1987, however, total headcount has twice hit lows near 40,000 and highs around 60,000, tracking market cycles. The 2007-08 downturn started with Merrill Lynch again at a high near 60,000 employees.
The Irony: In advising investors, both individual and institutional, financial services firms recommend against crazed buying in bull markets and panic selling in bear markets. They admonish investors to create long-term plans, stick to them, and not get caught up in passing hysteria.
In managing its own operations, however, the industry habitually fails to take its own counsel. Profits are monitored on a daily basis, and the slightest shortfalls from plan or from trend can create full-blown panic in the executive suite. Regarding personnel matters, both bull market hiring and bear market layoffs can be equally excessive. An inevitable consequence is that employee loyalty is generally low in financial services, even when compared to other industries. Additionally, productivity suffers as a result of the need for staff to plan how to survive layoffs.
Long-Term Personal Strategies: Per our discussions of changing jobs and redefining your job, prudence dictates that you structure your career to gain experience in a variety of functional areas. This will increase the chances that, if your current work area is targeted for force reductions, you have the skills and experience to make a transition to another area that is weathering the cuts, and thereby to survive layoffs.
Make a point of staying in constant contact with former bosses, mentors and colleagues who are in other areas of your firm, or who have moved on to other employers. Kept abreast of both the current opportunities where they are, and what the outlook appears to be. Given the mercurial nature of employment in much of the industry, you cannot afford to wait until layoffs are threatening before you plot your escape route. By then it is too late. Developing a good, ongoing relationship with a reliable executive search firm ("headhunting" firm) is equally valuable as a means to keep on top of hiring trends and to survive layoffs by hitting the exits in time, if necessary.
Short-Term Personal Strategies: In the spirit of better late than never, start working your contacts (see the prior section) immediately upon the onset of negative market conditions, negative profitability reports at your firm and/or rumors of force reductions.
Employment and pay in retail lines of business (those serving individual clients) tend to be much less volatile over market cycles than in institutional lines (those serving large companies, both inside and outside the financial services industry). Thus, if you are in an institutional area such as investment banking or securities trading, and depending on your career path and goals, you may consider a shift to the retail side when trouble is on the horizon.
A Case Study: Merrill Lynch was once nicknamed "Mother Merrill" and noted as a bastion of stable and sensible hiring practices relative to its industry peers. Before 1987, there was little need to prepare to survive layoffs. Since 1987, however, total headcount has twice hit lows near 40,000 and highs around 60,000, tracking market cycles. The 2007-08 downturn started with Merrill Lynch again at a high near 60,000 employees.
The Irony: In advising investors, both individual and institutional, financial services firms recommend against crazed buying in bull markets and panic selling in bear markets. They admonish investors to create long-term plans, stick to them, and not get caught up in passing hysteria.
In managing its own operations, however, the industry habitually fails to take its own counsel. Profits are monitored on a daily basis, and the slightest shortfalls from plan or from trend can create full-blown panic in the executive suite. Regarding personnel matters, both bull market hiring and bear market layoffs can be equally excessive. An inevitable consequence is that employee loyalty is generally low in financial services, even when compared to other industries. Additionally, productivity suffers as a result of the need for staff to plan how to survive layoffs.
Long-Term Personal Strategies: Per our discussions of changing jobs and redefining your job, prudence dictates that you structure your career to gain experience in a variety of functional areas. This will increase the chances that, if your current work area is targeted for force reductions, you have the skills and experience to make a transition to another area that is weathering the cuts, and thereby to survive layoffs.
Make a point of staying in constant contact with former bosses, mentors and colleagues who are in other areas of your firm, or who have moved on to other employers. Kept abreast of both the current opportunities where they are, and what the outlook appears to be. Given the mercurial nature of employment in much of the industry, you cannot afford to wait until layoffs are threatening before you plot your escape route. By then it is too late. Developing a good, ongoing relationship with a reliable executive search firm ("headhunting" firm) is equally valuable as a means to keep on top of hiring trends and to survive layoffs by hitting the exits in time, if necessary.
Short-Term Personal Strategies: In the spirit of better late than never, start working your contacts (see the prior section) immediately upon the onset of negative market conditions, negative profitability reports at your firm and/or rumors of force reductions.
Employment and pay in retail lines of business (those serving individual clients) tend to be much less volatile over market cycles than in institutional lines (those serving large companies, both inside and outside the financial services industry). Thus, if you are in an institutional area such as investment banking or securities trading, and depending on your career path and goals, you may consider a shift to the retail side when trouble is on the horizon.
Twenty ways to survive a layoff
1. As you're being laid off, take notes
This can be difficult to do, because losing a job can be a very emotional experience. Nevertheless, while everything is still fresh in your mind, write down all the details you can remember. For example, I was told I would be paid for the full two-week pay period plus my remaining vacation and sick time. When my last check arrived, there were discrepancies. Having written notes helped me when I went back and reminded my former boss and the Human Resources folks of their commitment.
2. Take some time for yourself
Take a few days for yourself. A traumatic event has just happened to you, and you need to get over the initial shock before you jump into the fray to search for a new job.
3. Review the paperwork from the company that laid you off
You need to attend to several important things rather quickly. One is finding out how to file for unemployment. Another is determining how long your company-paid health insurance will be in force before you have to consider paying for COBRA insurance.
4. Update your résumé
This is something we should all do, but it doesn't always get the attention it should. I was told a long time ago that a résumé should be more than two pages with a maximum of three bullet points per employer. That may work in some cases, but not in all.
I have found that some recruiters and employers use software that counts how many times a particular word, such as Cisco, or a word describing a certain type of experience appears in a résumé. I can attest this is happening to a degree. During a previous job search, a recruiter had me rewrite my résumé just about completely to list specifically all the different types of Cisco hardware I had worked with. It was interesting to note how the callbacks increased after I did that.
You may find it necessary to keep more than one type of résumé, each tailored to the type of job you are pursuing.
5. Get a handle on monthly bills
Although I had a little money put by for a rainy day, I went through my recurring bills to see if there was any room for saving more. I found that by shopping around for automobile and homeowners insurance, I could keep the same coverage and reduce both bills. I had been thinking about doing this for a variety of reasons, but being unemployed helped push it to the top of the list.
6. Cut food costs
If you live by yourself, this will be easier to do. If you have a family, everyone will need to sit down and understand they will all have to help out until you can get another job. Not that I ate out a lot while I had a job, but I did eat out sometimes. When I was laid off, that stopped. The one treat I allowed myself each week was to stop by a local pizza place that made the pizza but you took it home to cook in your own oven. I made sure to take a coupon with me each week to take a couple dollars off the cost of the pizza.
I also shopped at my local Costco and bought the food I needed in bulk so I had to shop only once a month. Having a freezer make this easier to do. For example, I would buy a 3 to 5 pound tray of fish, which I would portion out into individual meals using a vacuum-sealing machine. Another suggestion: Buy several gallons of milk at one time and put them in the freezer. Pull one gallon out at a time, and it will still be good. I have been doing this for more than a year and have yet to notice a difference in the taste.
7. Look at health insurance options
Your company-supplied health insurance will come to an end. My former employer's health insurance ended a few days after I was separated from the company. Worse yet, I wasn't due to receive COBRA information until after my company health insurance had lapsed. Because my previous employer also had been processing my claims, I wasn't comfortable with it having any further access to my medical records. Doing a little research on the Internet, I found a single health-insurance policy from Blue Cross Blue Shield for half the price of the COBRA policy my former employer was going to offer me and with better coverage.
8. Check with your financial adviser
I have worked with an excellent person at Smith Barney for several years. Because I knew I might need to access my credit line to help pay bills, I wanted to give him a heads-up on my situation so he could be looking at other options to keep the use of the credit line as a last resort.
9. File for your income-tax return refund
Another thing to consider, depending on the time of year you are laid off, is to use your income-tax return as a one source of money for paying bills. I haven't been a fan of paying for electronic filing, but this year I did spend the money so I would get the tax refund a little sooner.
10. File for unemployment compensation
This is something I delayed doing a little bit -- partially because of pride and partially because I didn't anticipate job-hunting to take more than three months. As someone pointed out to me, you have earned this money and you should take advantage of it. In my case, filing was complicated because I had moved from another state in the previous 18 months. The unemployment folks go back that far in figuring out where someone should file for unemployment. That potentially had me talking with three states' unemployment departments. I spent several days on the phone with the two states that would be involved in my situation. As painful as it may be to deal with this part of your unemployment, the sooner you start, the sooner the money will come in in to help pay the bills until you get another job.
11. Check the job boards
During my job search, I looked at CareerBuilder, Craigslist, Dice and Monster. I found no job leads from Monster in my career area. Several of the HR folks I talked to during the process told me they used Monster very little, in part because of the higher fees the site charged for posting a job compared with other job boards, and in part because of the generally poorer quality of applications they received from Monster. I found some new job-postings on Dice, but with a significant number of jobs cross-posted on other boards, I didn't find Dice to be a significant source of potential job leads. One source I wouldn't have thought to check was Craigslist. More than one recruiter told me he had good results from posting jobs on Craigslist. Set aside time each day to do this.
12. Make the job boards work for you
Dice has a feature where you can make your résumé searchable by companies and recruiters with a position to fill. I got some calls from that. CareerBuilder recently followed suit. Dice lets companies and recruiters repost a job every day so that it looks new, but in some cases this makes identifying the jobs a little harder. Turn the tables in your favor by making changes to your résumé periodically so that when it is searched it will show up as new or changed; this could get you looked at by a company or recruiter that might have passed you by the day before.
13. Prepare for the interview
One thing I have done when preparing for an interview is to research the company, as well as the companies, sectors and industries it serves. If it is a publicly listed company, read some of its press releases from the the past quarter or two to see any changes that have occurred and new directions it is heading in. The responses I received from several companies indicate it makes a good impression that you are interested in finding out about the company before an interview. It may seem like a small thing or something that you should do anyway, but there seem to be quite a few people looking for a job who don't do this.
In addition, have several copies of your résumé with you at an interview. This becomes even more important once you see your résumé as the client or recruiter does after they have downloaded it or printed it out from the job-board application: The formatting is pretty much gone. To make matters worse, the résumé's paragraphs or bullet points will look like a series of poorly written, run-on sentences that may cause distinctive or unique information about you to be overlooked.
14. Deal with recruiters
I encountered a couple of recruiters who would give used-car salesmen a bad name, but as a general rule, I found them pretty decent to work with. Several positions I was approached about were not on the job boards and sometimes were from only a single recruiter. The trick I learned was to identify the same end-job when it came from different recruiters. One situation you want to avoid is having more than one recruiter pitching you to the same client for the same job. Most recruiters usually will tell you early on who the actual end-client is.
15. Accept help from family
Your pride may make it hard for you to accept help, but keep in mind that your unemployment affects them to a degree as well. Depending on their ages, your unemployment may be a new thing to them. There was a time -- unfortunately long-gone now -- when the company you first worked for was the only company you worked for in your entire career. How much help you accept from family is something you will have to decide. Look at it this way: Whatever help they do give you is that much less you will have to spend for food.
16. Keep good records
This suggestion came from a letter from the unemployment department telling me I would need to provide some basic information. I set up a spreadsheet in OpenOffice with three tabs. At the first tab I kept track of the jobs I had applied for by date, source of the job, how the job was applied for, company name if known, job name, contact name and job number if provided. At the second tab I kept track of the recruiters I talked to; HR folks I had contacted for the jobs to which I had applied directly; and anything else, such as job fairs I attended. This information was helpful when I was audited by the unemployment folks to make sure I was looking for another job. At the third tab I recorded when I filed my unemployment claim each week, when I received the check, and the check number and when it was deposited.
17. Get your personal records in order
When you accept a job offer, one of the things you will have to deal with is the I-9 form that proves you are allowed to work in this country. If you haven't seen the I-9 form lately, get a copy so you can see what documents you will need. If you can't find your Social Security card, now would be an excellent time to order a replacement. This will take several weeks to process. The sooner you receive it, the sooner you will have it ready to produce when you start your new job. Another document you want make sure you have, even if you don't need it for the I-9, is a copy of your birth certificate. This might take a little while to get. I didn't know until recently that, depending on when and/or where you were born, there are two types of birth certificates -- one the hospital does and one that's done when the birth is registered with the local authorities. You will want to get a copy of the certificate on file with the local authorities.
18. Don't wait for the phone to ring
This may be one of the harder things to do. Keep in mind that recruiters and HR types move at their own pace, which can be very slow. When you first apply for a job, it could be several days or more before you get the first contact. Waiting for the phone to ring will have you climbing the walls in short order. Sometimes you will get a call within hours of applying for a job, but expect that to be the exception. There are always things you can do while you wait for movement on the job front, and some of them may be done at little to no cost -- that little bit of touch-up painting you have never gotten around to, or the trimming around the yard that always needs to be done. You need to stay active -- don't just sit around and watch the clock move forward.
19. Get out of the house at least once a day
At some point you will run out of things to do around the house or will simply need to get out. There will be the occasional job fair, but that won't take a large amount of your time. You can knock on the doors of companies that you would like to work at, but with the price of gas hovering around $4 a gallon depending on where you live, that can be an expensive trip to make for an unknown return. Do some things you enjoy, such as going to a museum or sports game. The main thing is to get out to keep from getting cabin fever.
20. Never give up
Don't leave any stone unturned. You just may find that a company that today passed you over in favor of another applicant may come back to you when that person leaves to move onto greener pastures. I never would have thought that could happen, but I have seen it happen twice in the past year.
Nutter is an IT executive in Kansas City. He is also one of the editors of Network World's IT Asked & Answered. He can be reached at nww@networkref.com.
How To Survive a Layoff
Here's How:
1. Keep getting up in the morning. You will find another job. Remember, you have skills!
2. Contact your state unemployment office immediately to get the typical waiting period out of the way of your checks.
3. Update and polish your resume.
4. Start searching for a new job right away.
5. Submit your updated resume to several job sites, to let employers come to you.
6. Apply to receive job notification by email at job sites that offer it, to let the jobs come to you, too.
7. Contact your references to let them know you're back in the job market and counting on them.
8. Ask your ex-boss to write a recommendation letter that also explains why job loss wasn't your fault.
9. Practice interviewing while you have the time and to keep your confidence level up.
10. Attend outplacement seminars if offered.
11. Consider temping until you find a permanent job.
Tips:
1. You might be able to negotiate a better severance package with your HR department. Ask them about jobs, too. There might still be mission-critical openings to which your skills transfer.
2. To avoid worry and depression, keep your mind busy and make yourself feel useful by working on your house, car, yard, hobbies, etc.
3. It could be the best thing that ever happened to you. For example, now might be a good time for that career change, training or self-employment you've been contemplating, but never had the time.
1. Keep getting up in the morning. You will find another job. Remember, you have skills!
2. Contact your state unemployment office immediately to get the typical waiting period out of the way of your checks.
3. Update and polish your resume.
4. Start searching for a new job right away.
5. Submit your updated resume to several job sites, to let employers come to you.
6. Apply to receive job notification by email at job sites that offer it, to let the jobs come to you, too.
7. Contact your references to let them know you're back in the job market and counting on them.
8. Ask your ex-boss to write a recommendation letter that also explains why job loss wasn't your fault.
9. Practice interviewing while you have the time and to keep your confidence level up.
10. Attend outplacement seminars if offered.
11. Consider temping until you find a permanent job.
Tips:
1. You might be able to negotiate a better severance package with your HR department. Ask them about jobs, too. There might still be mission-critical openings to which your skills transfer.
2. To avoid worry and depression, keep your mind busy and make yourself feel useful by working on your house, car, yard, hobbies, etc.
3. It could be the best thing that ever happened to you. For example, now might be a good time for that career change, training or self-employment you've been contemplating, but never had the time.
Layoff - The Worker Adjustment and Retraining Notification Act (WARN Act)
National Summary
The Worker Adjustment and Retraining Notification Act (WARN Act) provides protection to workers, their families, and communities by requiring employers to provide advance notification of plant closings and mass layoffs. Advance notice is designed to provide workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain alternative jobs and, if necessary, to enter skill training or retraining that will allow these workers to successfully compete in the job market. The Act also provides for notice to state dislocated worker units so that dislocated worker assistance can be promptly provided.
Not all plant closings and layoffs are subject to the Act, and certain thresholds must be met before the Act applies. WARN Act violations can be expensive, as damages and civil penalties can be assessed against employers that violate the Act. There is also a host of issues that employers must consider in connection with layoffs, such as the possibility of discrimination suits, the notice requirements for and the cost of healthcare continuation coverage, and whether to provide outplacement services and/or severance pay. Employers may also want to anticipate rehiring laid-off workers and taking advantage of government training and retraining programs.
The Worker Adjustment and Retraining Notification Act (WARN Act) provides protection to workers, their families, and communities by requiring employers to provide advance notification of plant closings and mass layoffs. Advance notice is designed to provide workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain alternative jobs and, if necessary, to enter skill training or retraining that will allow these workers to successfully compete in the job market. The Act also provides for notice to state dislocated worker units so that dislocated worker assistance can be promptly provided.
Not all plant closings and layoffs are subject to the Act, and certain thresholds must be met before the Act applies. WARN Act violations can be expensive, as damages and civil penalties can be assessed against employers that violate the Act. There is also a host of issues that employers must consider in connection with layoffs, such as the possibility of discrimination suits, the notice requirements for and the cost of healthcare continuation coverage, and whether to provide outplacement services and/or severance pay. Employers may also want to anticipate rehiring laid-off workers and taking advantage of government training and retraining programs.
layoff - It's the end of one job; focus on a strategy to get another
Each person deals with job loss differently; some may suffer from clinical depression or even become suicidal It wasn't supposed to be this way for the 34-year-old director of a Bangalore-based telecommunications start-up. He planned to buy a flat with his savings. The firm was supposed to go on to become a success: and providing for his homemaker wife, two sons and his retired parents would never be a problem.
Then came the layoff.
Now he is turning to a bank for a loan. Applying for a new job. Strategizing how to stretch his savings. Friday was his last day of work at the 30-member company. In an effort to lower costs, it had decided to shut down the marketing division and eliminate its staff of six.
Dealing with it
Every person deals with job loss differently, depending on one"s personality and coping skills. Psychologists report some patients suffer from clinical depression, anxiety disorder or even become suicidal after experiencing a job loss. This mostly happens to men who are sole bread-winners in the family.
Then came the layoff.
Now he is turning to a bank for a loan. Applying for a new job. Strategizing how to stretch his savings. Friday was his last day of work at the 30-member company. In an effort to lower costs, it had decided to shut down the marketing division and eliminate its staff of six.
Dealing with it
Every person deals with job loss differently, depending on one"s personality and coping skills. Psychologists report some patients suffer from clinical depression, anxiety disorder or even become suicidal after experiencing a job loss. This mostly happens to men who are sole bread-winners in the family.
Layoff
Your employer likely has the right to terminate your employment at anytime though a layoff. That's because employment is presumed to be "at will" in the U.S. It's also because employers have the right to protect themselves financially through layoffs.
But, you have at least some employee rights regarding a layoff. For example, your employee rights might entitle you to collect state unemployment benefits and purchase COBRA extended health insurance benefits at group rates after you're laid off.
Your employee rights also protect you from your employer illegally firing you under the guise of a layoff. Read Wrongful Termination for information about the types of employment discharges that might be illegal under the guise of a layoff.
Lastly, your employee rights might require your employer to give you advanced notice of a mass layoff, so that you may at least prepare financially to lose your job while searching for another.
Under certain circumstances, the Worker Adjustment and Retraining Notification Act (WARN Act) requires employers to give affected employees up to 60 days of advanced notice for mass layoffs or plant closings.
Under the WARN Act (or an equivalent state law), your employer must continue to pay you and grant you the benefits to which you're entitled through your advanced layoff notice period, whether or not your employer requires you to work through it.
However, if you start a new job during your layoff notice period, under the WARN Act it's the same as resigning from your current job. If your employer discovers that you've started a new job, your employer likely will not owe you for the remainder of your layoff notice period.
If your employer fails to honor the layoff requirements of the WARN Act and you wish to seek damages, you might have little choice but to do so through a lawsuit (or your union). Although the U.S. Department of Labor administers the WARN Act, it has no power to enforce it. However, district courts do. Consult an attorney about a WARN Act lawsuit.
Final pay laws vary by state, But, generally, employee rights under such laws require employers to issue final paychecks immediately or soon after employment ends, such as by the next regularly-scheduled payday after a layoff date.
Although your employer might offer severance pay anyway, your employee rights do not generally entitle you to receive it for a layoff, unless you're working under a collective bargaining agreement, or an explicit or implied contract that indicates otherwise. The pay you'd receive through the end of your layoff notice period under the WARN Act is your regular pay, not severance pay by definition.
Contact the relevant state labor department or consult an attorney for more information about employees rights regarding a layoff.
But, you have at least some employee rights regarding a layoff. For example, your employee rights might entitle you to collect state unemployment benefits and purchase COBRA extended health insurance benefits at group rates after you're laid off.
Your employee rights also protect you from your employer illegally firing you under the guise of a layoff. Read Wrongful Termination for information about the types of employment discharges that might be illegal under the guise of a layoff.
Lastly, your employee rights might require your employer to give you advanced notice of a mass layoff, so that you may at least prepare financially to lose your job while searching for another.
Under certain circumstances, the Worker Adjustment and Retraining Notification Act (WARN Act) requires employers to give affected employees up to 60 days of advanced notice for mass layoffs or plant closings.
Under the WARN Act (or an equivalent state law), your employer must continue to pay you and grant you the benefits to which you're entitled through your advanced layoff notice period, whether or not your employer requires you to work through it.
However, if you start a new job during your layoff notice period, under the WARN Act it's the same as resigning from your current job. If your employer discovers that you've started a new job, your employer likely will not owe you for the remainder of your layoff notice period.
If your employer fails to honor the layoff requirements of the WARN Act and you wish to seek damages, you might have little choice but to do so through a lawsuit (or your union). Although the U.S. Department of Labor administers the WARN Act, it has no power to enforce it. However, district courts do. Consult an attorney about a WARN Act lawsuit.
Final pay laws vary by state, But, generally, employee rights under such laws require employers to issue final paychecks immediately or soon after employment ends, such as by the next regularly-scheduled payday after a layoff date.
Although your employer might offer severance pay anyway, your employee rights do not generally entitle you to receive it for a layoff, unless you're working under a collective bargaining agreement, or an explicit or implied contract that indicates otherwise. The pay you'd receive through the end of your layoff notice period under the WARN Act is your regular pay, not severance pay by definition.
Contact the relevant state labor department or consult an attorney for more information about employees rights regarding a layoff.
How To Lay-Off an Employee
The Company that Did it Right
In January of 2001, I was laid-off from full time employment by IS² Inc during a slow period (known as the dot-com dot-bomb) in which they didn't have need for the work that I was doing.
This could have been a major disaster in my life, but the company did some wonderful things for me that cost them nothing (and incurred no liability for them) and made all the difference to me.
I am providing this information here for other employers who might be in a similar position and would prefer not to have to lay-off employees, but if they must, want to do it in the way that will hurt employees least.
How to Do It Right
* They told me it wasn't my fault, that if they had a choice they would be keeping me.
This will always make an employee wonder: why are they keeping Ralph and letting me go? But the other things they did made me realize it was just a matter of numbers and immediate business decisions and not because they valued me less.
* They didn't rush me to pack up and leave. Of course, I did leave in a reasonable amount of time, but I didn't feel as if they were standing over me waiting for me to get out.
* They told me that if the economic situation changed that they would be happy to rehire me, and they backed it up by making sure that the termination agreement had no clause preventing me from reapplying to them.
* They supplied me with a beautiful letter of recommendation, which helped me land my next job.
* During the period that I was unemployed, they encouraged me to keep in contact with them. Okay, I know that this is highly unusual these days, but wouldn't it be nice if it wasn't? Too many times employers and supervisors act like they never again want to hear the names of people who no longer work for them, even if that employee was laid off.
Why Do it Right?
Simple: company morale. The other employees see what is happening to the person who is being laid off and know they could be next. There are two ways a company can handle this:
1. Encourage the remaining employees to believe that the employee who was laid off did not meet company standards. This will motivate some employees to work harder or smile more (whichever it is the company wants) by fear; but those who worked closely with the employee who was laid off may not be fooled. OR
2. Allow the remaining employees to see that the company is doing the best it can for the employee who was laid off. This shows the remaining employees that the company they work for is a company that knows that loyalty is a 2 way street.
Why is the second choice better? Because ex-employees like me will continue to carry that good will, into our neighborhoods, into our next job, and into any further contact we have with others who are or could be in contact (future employees, clients, colleagues, customers) with our former employer.
In January of 2001, I was laid-off from full time employment by IS² Inc during a slow period (known as the dot-com dot-bomb) in which they didn't have need for the work that I was doing.
This could have been a major disaster in my life, but the company did some wonderful things for me that cost them nothing (and incurred no liability for them) and made all the difference to me.
I am providing this information here for other employers who might be in a similar position and would prefer not to have to lay-off employees, but if they must, want to do it in the way that will hurt employees least.
How to Do It Right
* They told me it wasn't my fault, that if they had a choice they would be keeping me.
This will always make an employee wonder: why are they keeping Ralph and letting me go? But the other things they did made me realize it was just a matter of numbers and immediate business decisions and not because they valued me less.
* They didn't rush me to pack up and leave. Of course, I did leave in a reasonable amount of time, but I didn't feel as if they were standing over me waiting for me to get out.
* They told me that if the economic situation changed that they would be happy to rehire me, and they backed it up by making sure that the termination agreement had no clause preventing me from reapplying to them.
* They supplied me with a beautiful letter of recommendation, which helped me land my next job.
* During the period that I was unemployed, they encouraged me to keep in contact with them. Okay, I know that this is highly unusual these days, but wouldn't it be nice if it wasn't? Too many times employers and supervisors act like they never again want to hear the names of people who no longer work for them, even if that employee was laid off.
Why Do it Right?
Simple: company morale. The other employees see what is happening to the person who is being laid off and know they could be next. There are two ways a company can handle this:
1. Encourage the remaining employees to believe that the employee who was laid off did not meet company standards. This will motivate some employees to work harder or smile more (whichever it is the company wants) by fear; but those who worked closely with the employee who was laid off may not be fooled. OR
2. Allow the remaining employees to see that the company is doing the best it can for the employee who was laid off. This shows the remaining employees that the company they work for is a company that knows that loyalty is a 2 way street.
Why is the second choice better? Because ex-employees like me will continue to carry that good will, into our neighborhoods, into our next job, and into any further contact we have with others who are or could be in contact (future employees, clients, colleagues, customers) with our former employer.
Laying Off Employees
Laying off employees is never pleasant. Most entrepreneurs hope they never have to conduct layoffs but occasionally it's necessary. If you find yourself needing to layoff employees, make sure you do it right.
One of the most devastating decisions you may have to make as a small business owner is the decision to layoff employees. No matter how you dress it up, this decision will have significant financial and emotional consequences for everyone involved.
Should you be forced to go down this road, your goal is to design and implement a process that minimizes the impact on the employees who are being laid off, as well as those who will remain with your company.
To do this, you will need to carefully follow a well-thought out plan.
Step 1: Be prepared
The right time to prepare the materials and information you will need for the layoff is before the layoff is announced to your employees. This means preparing the official notification letters, severance package details and documents, and job placement service arrangements ahead of time.
The upside of advance preparation is that your employees will have the information they need to take care of themselves and their families as soon as possible. It also conveys to your staff that you have carefully considered the consequences of the layoffs, and are doing everything in your power to take care of your employees.
Step 2: Call a meeting
Delivering the news to your employees is not a pleasant experience. However, you’re the boss, and it is your responsibility to inform your employees about the layoffs firsthand. Do not delegate this responsibility to an underling! If you do, you will lose the trust of your remaining employees and your business will suffer the consequences.
The key to informing your employees about layoffs is to prepare what you are going to say in advance. Help your employees understand the rationale behind the decision. As much as possible, try to explain what they can expect going forward, including whether or not the laid off employees may be rehired at a future date.
Your employees will react in different ways. Some will be angry. Others may be sad. In the worse case scenario, some may even be tempted to react violently. Be prepared to handle any and all of these reactions. Reassure them that you will do whatever is necessary to help them recover from the loss of their job.
Step 3: Take care of yourself
Many employers neglect to consider the impact layoffs will have on them personally. The fact is that you cannot avoid being affected by layoffs. After all, these are faithful employees and even friends who are losing their jobs through no fault of their own.
As a result, you can expect to endure feelings of anxiety and guilt. But through it all, keep in mind that the layoff is not personal. It is a business decision that is necessary to ensure the long term viability of your company, a decision that will provide job security for your remaining employees.
Find someone to talk to before, during, and after the layoffs occur. Some entrepreneurs rely on a support network of other entrepreneurs to help them get through this difficult time. Others turn to family, friends, or even counseling professionals.
One of the most devastating decisions you may have to make as a small business owner is the decision to layoff employees. No matter how you dress it up, this decision will have significant financial and emotional consequences for everyone involved.
Should you be forced to go down this road, your goal is to design and implement a process that minimizes the impact on the employees who are being laid off, as well as those who will remain with your company.
To do this, you will need to carefully follow a well-thought out plan.
Step 1: Be prepared
The right time to prepare the materials and information you will need for the layoff is before the layoff is announced to your employees. This means preparing the official notification letters, severance package details and documents, and job placement service arrangements ahead of time.
The upside of advance preparation is that your employees will have the information they need to take care of themselves and their families as soon as possible. It also conveys to your staff that you have carefully considered the consequences of the layoffs, and are doing everything in your power to take care of your employees.
Step 2: Call a meeting
Delivering the news to your employees is not a pleasant experience. However, you’re the boss, and it is your responsibility to inform your employees about the layoffs firsthand. Do not delegate this responsibility to an underling! If you do, you will lose the trust of your remaining employees and your business will suffer the consequences.
The key to informing your employees about layoffs is to prepare what you are going to say in advance. Help your employees understand the rationale behind the decision. As much as possible, try to explain what they can expect going forward, including whether or not the laid off employees may be rehired at a future date.
Your employees will react in different ways. Some will be angry. Others may be sad. In the worse case scenario, some may even be tempted to react violently. Be prepared to handle any and all of these reactions. Reassure them that you will do whatever is necessary to help them recover from the loss of their job.
Step 3: Take care of yourself
Many employers neglect to consider the impact layoffs will have on them personally. The fact is that you cannot avoid being affected by layoffs. After all, these are faithful employees and even friends who are losing their jobs through no fault of their own.
As a result, you can expect to endure feelings of anxiety and guilt. But through it all, keep in mind that the layoff is not personal. It is a business decision that is necessary to ensure the long term viability of your company, a decision that will provide job security for your remaining employees.
Find someone to talk to before, during, and after the layoffs occur. Some entrepreneurs rely on a support network of other entrepreneurs to help them get through this difficult time. Others turn to family, friends, or even counseling professionals.
The Art of the Layoff
We’re in a bubble again. It’s not as frothy as last time, but hallelujah, this time we know what to do, right? One good thing about the dotcom implosion in 2000 is that we got lots of practice laying people off, and I’m afraid that this valuable knowledge may get lost.
If you are scoffing (“Guy’s clueless: We’ll never downsize because we’re growing so fast.”), then you’re my intended reader.
1.Take responsibility. Ultimately, it is the CEO’s decision to make the cuts, so don’t blame it on the board of directors, market conditions, competition, or whatever else. In effect, she should simply say, “I’m the orifice. I made the decision. This is what we’re going to do.” If you don’t have the courage to do this, don’t be a CEO. Now, more than ever, the company will need a leader, and leaders accept responsibility.
2.Cut deep and cut once. Management usually believes that things will get better soon, so it cuts the smallest number of people in anticipation of a miracle. Most of the time the miracle doesn’t materialize, and the company ends up making multiple cuts.
Given the choice, you should cut too deeply and risk the high-quality problem of having to rehire. If nothing else, it enables you to declare victory: “We’ve turned things around and we’re hiring again.” By contrast, multiple cuts are terrible for the morale of the employees who have not been laid off.
3.Move fast. One hour after your management team discusses the need to layoff employees, the entire company will know that something is happening. If you think you need to layoff people, then do so because it’s unlikely that a miracle will happen. Once people “know” a layoff is coming, productivity drops like a rock. You’re either laying people off or you’re not—you should avoid the state of “considering” a layoff.
4.Clean house. Painful as it may be, a layoff is a good time to terminate marginal employees. It’s good for the company because it can take care of many personnel issues at once without having to differentiate between people who aren’t performing and positions that you’re eliminating. It’s good for the marginal employee because he’s not tainted with getting fired. Finally, it’s good for the employees who remain because they can see that you have a clue about who’s performing and who isn’t—assuming you’re not clueless in making decisions.
5.Whack “Freddy.” Most executive have hired a friend, a friend of a friend, or a relative as a favor. When a layoff happens, all the employees will be looking to see what happens to “Freddy.” “Did he survive the cut or did he go? Is it cronyism or competence that counts at the company?” It should be true that Fred is dead.
6.Share the pain. When people around you are losing their jobs, you can share the pain too. Take a smaller office. Turn in the company car. Reassign your personal assistant to a revenue generating position. Fly coach. Stay in motels. Sell the box tickets to the ball game. Give your thirty-inch, flat-panel display to a programmer who could use it to debug faster. Do something, however symbolic.
7.Show consistency. I cannot understand how companies can claim that they have to cut costs and then provide severance packages of six months to a year of salary. You would think that if they wanted to conserve cash, they’d give tiny severance packages. Typically, there are three lines of reasoning for generous severance packages:
* Cutting headcount, even with severance packages, is cheaper than keeping the employee around indefinitely, and we don’t want any lawsuits.
* We have lots of cash, so our balance sheet is strong, but we need to cut heads to make our profit and loss statement look better.
* Wall Street (or your investors) is expecting dramatic actions, so we need to do this to show the analysts that we’ve got what it takes to be a leader.
None of these reasons makes sense to me. If you need to do a layoff to cut costs (and conserve cash), then provide minimal severance packages, cut costs as much as you can, conserve as much cash as you can. If nothing else, it’s a consistent story.
8. Don’t ask for pity. Sometimes managers go to great lengths to show the person they’re laying off (or firing) how hard it is on them. This reminds me of the old definition of chutzpah: a boy murders his parents and then asks the court for leniency because he’s an orphan. The person who suffers is the one being terminated, not the manager.
9.Provide support. The odds are the people getting laid off aren’t “at fault.” More likely, it was the fault of top management—the same top management with golden parachutes. Hence, you have a moral obligation to provide services like job counseling, resume writing assistance, and job search help. There are firms that specialize in helping employees during “transitions,” so use them.
10. Don’t let people self select. We had a joke at Apple during the dark days of the late eighties that went like this: We should announce that employees who want to quit should come to a big meeting. Those who wanted to stay at the company should not attend. Then we would let the people go who didn’t attend the meeting and keep the ones who wanted to quit—because they were smart enough to know that we were in bad shape or that they had better opportunities elsewhere.
The point is that if you let people choose to get laid off or retire, you might lose your best people. Deciding who to layoff should be a proactive decision: Select the go-forward team to ensure that you never have to lay people off again. You should not leave this to chance.
11.Show people the door. With few exceptions, all you should do is let people finish the day—maybe the week. (My theory is that Friday is the best day to do a layoff because it lets people have a weekend to decompress.) Showing people the door seems inhumane, but it’s better for both the people leaving and the people remaining.
12.Move forward. Let people say goodbye and then get going. This is when leadership counts because any yoyo can run the show in good times. It’s bad times when you separate the men from the boys and the women from the girls.
After the layoff, this is what the remaining employees will be wondering about:
* Guilt: “Why did I survive the cut and my colleagues didn’t?”
* Future of my job: “Will I survive the next round of cuts if there are more cuts?”
* Future of the company: “Will the company survive at all?”
So you need to set, or re-emphasize, goals, explain what everyone needs to do to get there, and get going because the best way to move beyond a layoff is to get back to work.
13. Circulate with the troops. You might want to retreat to your office, turn off the phones, stop answering emails, and avoid everyone. This would be the worst actions to take. This is the time for you to motivate by walking around. Employees need to see you, talk to you, and seek your help and advice. They don’t want to think their leader is cowering in some foxhole. The brave face that you put on may be a charade, but it’s an important charade.
If you are scoffing (“Guy’s clueless: We’ll never downsize because we’re growing so fast.”), then you’re my intended reader.
1.Take responsibility. Ultimately, it is the CEO’s decision to make the cuts, so don’t blame it on the board of directors, market conditions, competition, or whatever else. In effect, she should simply say, “I’m the orifice. I made the decision. This is what we’re going to do.” If you don’t have the courage to do this, don’t be a CEO. Now, more than ever, the company will need a leader, and leaders accept responsibility.
2.Cut deep and cut once. Management usually believes that things will get better soon, so it cuts the smallest number of people in anticipation of a miracle. Most of the time the miracle doesn’t materialize, and the company ends up making multiple cuts.
Given the choice, you should cut too deeply and risk the high-quality problem of having to rehire. If nothing else, it enables you to declare victory: “We’ve turned things around and we’re hiring again.” By contrast, multiple cuts are terrible for the morale of the employees who have not been laid off.
3.Move fast. One hour after your management team discusses the need to layoff employees, the entire company will know that something is happening. If you think you need to layoff people, then do so because it’s unlikely that a miracle will happen. Once people “know” a layoff is coming, productivity drops like a rock. You’re either laying people off or you’re not—you should avoid the state of “considering” a layoff.
4.Clean house. Painful as it may be, a layoff is a good time to terminate marginal employees. It’s good for the company because it can take care of many personnel issues at once without having to differentiate between people who aren’t performing and positions that you’re eliminating. It’s good for the marginal employee because he’s not tainted with getting fired. Finally, it’s good for the employees who remain because they can see that you have a clue about who’s performing and who isn’t—assuming you’re not clueless in making decisions.
5.Whack “Freddy.” Most executive have hired a friend, a friend of a friend, or a relative as a favor. When a layoff happens, all the employees will be looking to see what happens to “Freddy.” “Did he survive the cut or did he go? Is it cronyism or competence that counts at the company?” It should be true that Fred is dead.
6.Share the pain. When people around you are losing their jobs, you can share the pain too. Take a smaller office. Turn in the company car. Reassign your personal assistant to a revenue generating position. Fly coach. Stay in motels. Sell the box tickets to the ball game. Give your thirty-inch, flat-panel display to a programmer who could use it to debug faster. Do something, however symbolic.
7.Show consistency. I cannot understand how companies can claim that they have to cut costs and then provide severance packages of six months to a year of salary. You would think that if they wanted to conserve cash, they’d give tiny severance packages. Typically, there are three lines of reasoning for generous severance packages:
* Cutting headcount, even with severance packages, is cheaper than keeping the employee around indefinitely, and we don’t want any lawsuits.
* We have lots of cash, so our balance sheet is strong, but we need to cut heads to make our profit and loss statement look better.
* Wall Street (or your investors) is expecting dramatic actions, so we need to do this to show the analysts that we’ve got what it takes to be a leader.
None of these reasons makes sense to me. If you need to do a layoff to cut costs (and conserve cash), then provide minimal severance packages, cut costs as much as you can, conserve as much cash as you can. If nothing else, it’s a consistent story.
8. Don’t ask for pity. Sometimes managers go to great lengths to show the person they’re laying off (or firing) how hard it is on them. This reminds me of the old definition of chutzpah: a boy murders his parents and then asks the court for leniency because he’s an orphan. The person who suffers is the one being terminated, not the manager.
9.Provide support. The odds are the people getting laid off aren’t “at fault.” More likely, it was the fault of top management—the same top management with golden parachutes. Hence, you have a moral obligation to provide services like job counseling, resume writing assistance, and job search help. There are firms that specialize in helping employees during “transitions,” so use them.
10. Don’t let people self select. We had a joke at Apple during the dark days of the late eighties that went like this: We should announce that employees who want to quit should come to a big meeting. Those who wanted to stay at the company should not attend. Then we would let the people go who didn’t attend the meeting and keep the ones who wanted to quit—because they were smart enough to know that we were in bad shape or that they had better opportunities elsewhere.
The point is that if you let people choose to get laid off or retire, you might lose your best people. Deciding who to layoff should be a proactive decision: Select the go-forward team to ensure that you never have to lay people off again. You should not leave this to chance.
11.Show people the door. With few exceptions, all you should do is let people finish the day—maybe the week. (My theory is that Friday is the best day to do a layoff because it lets people have a weekend to decompress.) Showing people the door seems inhumane, but it’s better for both the people leaving and the people remaining.
12.Move forward. Let people say goodbye and then get going. This is when leadership counts because any yoyo can run the show in good times. It’s bad times when you separate the men from the boys and the women from the girls.
After the layoff, this is what the remaining employees will be wondering about:
* Guilt: “Why did I survive the cut and my colleagues didn’t?”
* Future of my job: “Will I survive the next round of cuts if there are more cuts?”
* Future of the company: “Will the company survive at all?”
So you need to set, or re-emphasize, goals, explain what everyone needs to do to get there, and get going because the best way to move beyond a layoff is to get back to work.
13. Circulate with the troops. You might want to retreat to your office, turn off the phones, stop answering emails, and avoid everyone. This would be the worst actions to take. This is the time for you to motivate by walking around. Employees need to see you, talk to you, and seek your help and advice. They don’t want to think their leader is cowering in some foxhole. The brave face that you put on may be a charade, but it’s an important charade.
Reasons to Terminate a Problem Employee
A problem employee can damage your business in many ways. He or she can slow down production, cause other employees to become disgruntled, be a safety hazard, or even cause legal troubles. Therefore, it is important for you to either get a problem employee in shape or to terminate him or her before it leads to more problems.
Having Production Slowed by a Problem Employee
You may not realize it, but a problem employee can significantly slow down production. For example, if the problem employee is routinely late arriving to work, production may cease altogether as the other workers wait for the employee to arrive. Or, even if production continues, it may slow down as a less skilled worker tries to take over. The same is true for an employee who purposely works slowly, who abuses break privileges, or who simply doesn’t pay attention to his or her job and makes too many mistakes.
Having Production Slowed by a Problem Employee
You may not realize it, but a problem employee can significantly slow down production. For example, if the problem employee is routinely late arriving to work, production may cease altogether as the other workers wait for the employee to arrive. Or, even if production continues, it may slow down as a less skilled worker tries to take over. The same is true for an employee who purposely works slowly, who abuses break privileges, or who simply doesn’t pay attention to his or her job and makes too many mistakes.
How to Layoff Employees without Sacrificing Compassion
Most business school classes fail to cover how to layoff employees. Perhaps at one time business instructors covered this topic, but you must admit this is an unpopular, if not taboo, subject. Most students do not want to know how to layoff employees. They cannot imagine themselves doing it. But the sad truth is that not knowing how to layoff employees properly can hurt your career. You must conduct layoffs in the right manner.
Tips on How to Layoff Employees
Laying off employees emotionally traumatizes all people involved. The process creates stress not only for the employees but also for you, as the manager. It creates a toxic work environment and bad feelings all around. You will be under a microscope as the remaining employees will carefully watch everything you do. If handled badly, you will have productivity and morale problems for months.
Getting Through Employee Layoffs with Your Skin On
To be effective and lessen problems, you must organize all the details ahead of time. You must have severance packages, layoff letters, explanations of benefits, and all other relevant documents prepared and ready to go. Make corporate outplacement services available to your departing employees. Outplacement services will soften the blow and offer compassionate support to help your former employees. This will affect how your remaining employees view you.
Also make sure that you deliver the bad news. Do not shove the dirty work onto someone else's shoulders. You are the boss and you need to deliver the message and stand with your employees when you do so. Know what you are going to say and say it compassionately. These are your friends and coworkers. You owe it to your employees to be the one to spread the news.
Finally allow yourself and the remaining employees to grieve and react after the layoff. Your remaining employees have lost their friends and coworkers. They will be concerned for those who have lost their jobs, especially since they have done nothing wrong. Remind yourself, and your workers, that this is not personal. It is a business decision to preserve or restructure the company for those who remain. Conducting layoffs is never an enjoyable task, but you and your employees can get through it if you do it properly.
This is our recommend step-by-step procedure on how to layoff employees
Tips on How to Layoff Employees
Laying off employees emotionally traumatizes all people involved. The process creates stress not only for the employees but also for you, as the manager. It creates a toxic work environment and bad feelings all around. You will be under a microscope as the remaining employees will carefully watch everything you do. If handled badly, you will have productivity and morale problems for months.
Getting Through Employee Layoffs with Your Skin On
To be effective and lessen problems, you must organize all the details ahead of time. You must have severance packages, layoff letters, explanations of benefits, and all other relevant documents prepared and ready to go. Make corporate outplacement services available to your departing employees. Outplacement services will soften the blow and offer compassionate support to help your former employees. This will affect how your remaining employees view you.
Also make sure that you deliver the bad news. Do not shove the dirty work onto someone else's shoulders. You are the boss and you need to deliver the message and stand with your employees when you do so. Know what you are going to say and say it compassionately. These are your friends and coworkers. You owe it to your employees to be the one to spread the news.
Finally allow yourself and the remaining employees to grieve and react after the layoff. Your remaining employees have lost their friends and coworkers. They will be concerned for those who have lost their jobs, especially since they have done nothing wrong. Remind yourself, and your workers, that this is not personal. It is a business decision to preserve or restructure the company for those who remain. Conducting layoffs is never an enjoyable task, but you and your employees can get through it if you do it properly.
This is our recommend step-by-step procedure on how to layoff employees
10 tips to survive a layoff, Financially
Tough people last, tough times don't, right?
And tough times indeed are upon those Jet Airways [Get Quote] employees who were laid off recently and also for others who fear their turn is coming soon.
In times of recession companies do pare their staff strength to improve their profits. They are accountable to their shareholders and stakeholders.
Similarly, if you are a sacked employee or fear that you may get a pink slip in times to come, isn't it time you become accountable to yourself and think what next instead of cribbing about the fate that has befallen upon you?
Here's what you can do to survive your layoff / expected layoff, financially.
1. Negotiate with your employer to get a good severance package.
In the case of the Jet Airways employees it is reported that the company is willing to pay them a year's salary. This can indeed be good news if it is true.
If you too are laid off negotiate aggressively with your employer. After all, you are already sacked and they can do you no more harm. But remember to keep your aggression polite for the same employer may want to hire you when wheels of fortune turn. Never slap an opportunity, ever!
DON'T MISS: 'Pink slips can be blessings in disguise'
Getting to hard numbers let's assume that a company A sacks 10 per cent of its employees and promises to pay 12-months' salary in advance. Also, let's assume that on an average these employees earn Rs 20,000 per month. This will help them get Rs 2,40,000 in advance. This amount if planned and spent productively can help them cope financially till the time they get another job.
2. If you have a debt of any kind -- home loan, personal loan, credit card payment etc -- make provision for that first from the money that you can squeeze out from your ex-employer. There is no point in defaulting on your debt as it may come to hound you later -- via your credit rating -- when your financial condition improves.
For those who fear a layoff in the near future it would be a wise decision to payoff their dues when the going is good rather than waiting till the last moment. Also, postpone your decisions to buy a home or borrow money for some other purpose.
However, if you are neck deep in debt then it would be better that you seek advice from a debt counselor. Bank of India's Abhay, ICICI Bank's Abhay helps people with financial counseling and how to cope with debt.
3. In the meanwhile, try to search for job, even if on a temporary basis, matching your skills and profile. Don't hesitate to compromise on salary as your topmost priority should be keeping the engine well-oiled so when the real opportunity knocks you can race ahead of the others.
There are Web sites like Jobs On Temp that list a number of temporary jobs available in various sectors. You can also look out for India's best cities for 'temp' jobs in case you are open to moving out from where you last worked or are working right now.
4. Your next priority should be your grocery expenses. You have to eat to survive and be shipshape to go out in search of another job. Visit your nearest discount stores and check who sells your items of daily need cheaper. This exercise may help you save some dimes but if you are laid off or fear a layoff every penny should count.
5. There is no need to tell you that when you are laid off or are expecting the same you should come down heavily on your socialising expenses including outings to hotels, multiplexes, vacations et al.
6. Try asking your parents and friends for some money in case your severance package amount fails to meet your monthly expenses. After all, a friend in need is a friend indeed. Of course, your parents, if they are financially sound, wouldn't think twice about helping you with money. Make it a point to ask your parents first for money. For borrowing money from your friends can sometimes spoil a friendship.
7. If your severance package is good make sure that you keep at least 20 per cent of this money into an emergency fund. Put this amount in a fixed deposit that will earn you at least 7 to 8 per cent post tax. Due to rising interest rates most banks are offering attractive fixed deposit rates. Also, this amount will come in handy in case of any medical emergency. Of course, you will have to forego the interest amount if you withdraw your fixed deposit before the tenure is over.
8. If charity begins at home, cost cutting too should begin from home. Ask your maid to take a break for three months or till the time you find a new job. It is better you start doing your own laundry, utensils and ironing. You may feel a bit odd in the beginning but the amount you will save every month will come as a huge relief.
9. Spend most of your time fine tuning your resume, preparing for interviews, adding new skill sets related to your job profile (at lower cost if possible, but without any compromise) and networking with people (both online and offline). This will not only help you find a new job but also keep you busy and away from any mischief.
10. Finally, don't forget to make a plan about your future as you will have enough time to ponder over your finances and career. Take a hard look at what you would want to do in life and how your career is shaping up. Make sure that such an eventuality should not ever befall you and if at all it does then you should not struggle as much as you struggled during your first layoff.
And tough times indeed are upon those Jet Airways [Get Quote] employees who were laid off recently and also for others who fear their turn is coming soon.
In times of recession companies do pare their staff strength to improve their profits. They are accountable to their shareholders and stakeholders.
Similarly, if you are a sacked employee or fear that you may get a pink slip in times to come, isn't it time you become accountable to yourself and think what next instead of cribbing about the fate that has befallen upon you?
Here's what you can do to survive your layoff / expected layoff, financially.
1. Negotiate with your employer to get a good severance package.
In the case of the Jet Airways employees it is reported that the company is willing to pay them a year's salary. This can indeed be good news if it is true.
If you too are laid off negotiate aggressively with your employer. After all, you are already sacked and they can do you no more harm. But remember to keep your aggression polite for the same employer may want to hire you when wheels of fortune turn. Never slap an opportunity, ever!
DON'T MISS: 'Pink slips can be blessings in disguise'
Getting to hard numbers let's assume that a company A sacks 10 per cent of its employees and promises to pay 12-months' salary in advance. Also, let's assume that on an average these employees earn Rs 20,000 per month. This will help them get Rs 2,40,000 in advance. This amount if planned and spent productively can help them cope financially till the time they get another job.
2. If you have a debt of any kind -- home loan, personal loan, credit card payment etc -- make provision for that first from the money that you can squeeze out from your ex-employer. There is no point in defaulting on your debt as it may come to hound you later -- via your credit rating -- when your financial condition improves.
For those who fear a layoff in the near future it would be a wise decision to payoff their dues when the going is good rather than waiting till the last moment. Also, postpone your decisions to buy a home or borrow money for some other purpose.
However, if you are neck deep in debt then it would be better that you seek advice from a debt counselor. Bank of India's Abhay, ICICI Bank's Abhay helps people with financial counseling and how to cope with debt.
3. In the meanwhile, try to search for job, even if on a temporary basis, matching your skills and profile. Don't hesitate to compromise on salary as your topmost priority should be keeping the engine well-oiled so when the real opportunity knocks you can race ahead of the others.
There are Web sites like Jobs On Temp that list a number of temporary jobs available in various sectors. You can also look out for India's best cities for 'temp' jobs in case you are open to moving out from where you last worked or are working right now.
4. Your next priority should be your grocery expenses. You have to eat to survive and be shipshape to go out in search of another job. Visit your nearest discount stores and check who sells your items of daily need cheaper. This exercise may help you save some dimes but if you are laid off or fear a layoff every penny should count.
5. There is no need to tell you that when you are laid off or are expecting the same you should come down heavily on your socialising expenses including outings to hotels, multiplexes, vacations et al.
6. Try asking your parents and friends for some money in case your severance package amount fails to meet your monthly expenses. After all, a friend in need is a friend indeed. Of course, your parents, if they are financially sound, wouldn't think twice about helping you with money. Make it a point to ask your parents first for money. For borrowing money from your friends can sometimes spoil a friendship.
7. If your severance package is good make sure that you keep at least 20 per cent of this money into an emergency fund. Put this amount in a fixed deposit that will earn you at least 7 to 8 per cent post tax. Due to rising interest rates most banks are offering attractive fixed deposit rates. Also, this amount will come in handy in case of any medical emergency. Of course, you will have to forego the interest amount if you withdraw your fixed deposit before the tenure is over.
8. If charity begins at home, cost cutting too should begin from home. Ask your maid to take a break for three months or till the time you find a new job. It is better you start doing your own laundry, utensils and ironing. You may feel a bit odd in the beginning but the amount you will save every month will come as a huge relief.
9. Spend most of your time fine tuning your resume, preparing for interviews, adding new skill sets related to your job profile (at lower cost if possible, but without any compromise) and networking with people (both online and offline). This will not only help you find a new job but also keep you busy and away from any mischief.
10. Finally, don't forget to make a plan about your future as you will have enough time to ponder over your finances and career. Take a hard look at what you would want to do in life and how your career is shaping up. Make sure that such an eventuality should not ever befall you and if at all it does then you should not struggle as much as you struggled during your first layoff.
Thursday, November 6, 2008
Chennai Companies
ASHOK PILLAR/KK.NAGAR/KODAMBAKKAM
1) Wellwin industries,
25,5th floor,sekar towers,
1st main road, United India colony,
kodambakkam,ch-24.
Marrs software,
25,First main road, united india colony,Kodambakkam,
chennai-24.
Vector software,
5/2,Kamarajar street,Gandhi nagar,
Saligramam,
chennai-600093.
Tulip software
52nd street,7th avenue,
Ashok Nagar,
chennai
Spat consultancy,
142,AVM Avenue,8th street,1st floor,
chennai-92.
Softsolutions,
C-19,16th Avenue,Ashok nagar,
chennai-83.
Softeam software,
52nd street,7th avenue,Ashok nagar,
chennai.
Pictoria Entertainment,
4 , IIIrd floor,Planna plaza,74,Arcot road,
chennai-24.
Pentafour software Exports,
1,First main Road,
Kodambakkam,
chennai - 600 024
INTECH buisiness solutions,
1st floor,sannadhi street,vadapalani,
chennai-26.
Ana software technologies,
53,1st floor,Lakshmi Towers,Arcot road,
chennai-600024.
Congurence Software Lmt.,
2,Ramavaram main Road,
Ramavaram,
chennai.
HCL peripherals,
158,Arcot Raod,
Vadapalani,
chennai-26.
Pyramid buisiness systems,
52nd street,7th Avenue,Ashok nagar,
chennai.
ADYAR
Computer international,
152,Annai velankanni church road,
vannanthurai,Besant nagar,
chennai-90.
DSM soft,
9,15th cross street,shastri nagar,
chennai-20.
Naturesoft creative software solutions,
3,4th main road,Kotturpuram,
chennai-85.
Oceania software,
73,2nd main road,Gandhinagar,Adyar,
chennai-20.
Open business solutions,
Japasri,39,4th main road,Gandhi nagar,
Adyar,chennai-20.
Q-net software development,
M.G.Road,Besant nagar,
Adyar,chennai-20.
S.R.Associates,
10,3rd main road,K.B.Nagar,
Adyar,chennai-20.
Itex information systems,
3rd floor,K.R.buildings,124-A,L.B.road, Adyar,
chennai-8.
TKS ISwaran software,
10,Third main road,Kasturbanagar,Adyar,
chennai-600010.
Sri kapali software,
128,Lattice bridge road,
Thiruvanmiyur,
chennai-41.
Ramco systems,
3,sardar patel Road,
Taramani,
chennai - 600 113
Integral solutions,
45,1st floor,1st avenue,Indiranagar,Adyar,
chennai-20.
ANNA NAGAR
Giri computer systems,
W-300,IInd Avenue,Anna nagar(W)
chennai-40.
American Megatrends India pvt Ltd.,
AJ-6,Shanthi colony, Anna nagar,
chennai - 600 040
Ibar software lmt.,
Celebrity Towers,D/98 or 95,3rd Avenue, Anna Nagar,
chennai
MARQUIP worldwide systems,
y-50,9th street,Annanagar(W),
chennai-10.
L-cube innovative solutions,
1148,I block,6th avenue,Anna nagar(W),
chennai-10.
Sunrise software,
F-52,1st main Road,Anna nagar-East,
chennai-40.
Precision software,
magnum house,Anna nagar circle,
chennai-102.
Team consultants,
IInd floor,1-50,Anna nagar(E),
chennai-102.
ANNA SALAI/GREAMS ROAD/PARRYS
Advanced info services,
1-A,Ali towers,22,Greams road,
chennai-600 006
Target case technologies,
3rdfloor,Temple towers,476,Mount road,
chennai-600035.
Coramandel Software,
Tarapore towers,Annasalai,
chennai
CMC LIMITED,
seethakathi chamber,688, Anna Salai,
chennai-6.
Computer & systems Engineering Inc.,
1J,century plaza,560-562,Annasalai,
chennai-18. Crystal software corporation,
Ambal buildings,2nd floor,727,Anna salai,
chennai-6.
Deltatec Solutions,
4th floor,MECO house,
47,Anna salai,
chennai-2
Zeelos systems,
143A,Anna salai,
chennai-600 032
Wipro infotech
111,Anna salai,
chennai-32
Future software
481,Anna salai,
Nandanam,
chennai - 600 035
WTI (TCS associate)
98,peters Road,
chennai
Visteon Embedded software,
3rd floor,TNPL Building,35,Anna salai,
chennai-32.
Vetri software,
3rd floor,thiru buildings,
160,Greams Road,
chennai-6
HTC s/w development centre,
Gems foundation,
383,Mount road,chennai-15.
Sundaram Telematics,
714,Anna salai,
chennai-6.
Tata consultancy Services.,
185,Lloyds Road,
chennai-600086
DSQ
407,G.R. complex,Annasalai,
Nandanam,
chennai-600 035
Synergy log-in systems,
G-4,Karrumuthu complex,498,Anna road,
chennai-35.
Software technology group,
104,prince center,
709,Mount road,
chennai-6.
Soft-age software,
Parsn complex,
3rdfloor,
chennai.
Indigo Technologies
3rd floor,Pathari Road,
714,Anna salai
chennai - 600 006
Silverline Industries
3rd floor,JVL Plaza,
501,Anna salai,
Teynampet,
chennai - 600 018
IBJ software,
407,Anna salai,
chennai-35.
Sonata software Ltd.,
22,Greams road,chennai-6
Redington ,
SPL-Guindy house,95,Mount road,
chennai-32.
Prakash business software,
689,Mt.Road,
chennai-6.
L&T infotech.,
Anna salai,
Nandanam,
chennai
Intersoft systems,
22,greams road,
chennai-6.
Imagine technologies,
M.M.FOAM buildings,748,Mount road,
chennai-2.
Prakash Business software consultancy,
689,Mount road,
chennai-6.
Polaris Lab.,
II floor,713,Anna salai,
chennai - 600 006
Onward computer technologies,
A/2,Ali towers,Greams road,
chennai-6.
Nucleus software,
713,anna salai,
chennai-6.
Mascot systems.,
110,Anna salai.,
chennai-32
Mascon software.,
4th floor,Padma complex,
320,Anna salai.,
chennai - 600 035
Lakshmi infosys,
62,Greenways road,
chennai-28.
Citicorp overseas software lmt.,
Steeple reach,25,cathedral road,
chennai-86.
Cognizant Technology Solutions India Ltd.,
Arul Manai Buildings,27,Whites Road,
chennai - 600 014
Indus media internet services,
G-21, Ethiraj Salai,
chennai-105.
Saturn information,
42,Mount road,G.G.complex,4th floor,
chennai-2.
HCL cisco,
49-50,Nelson Manickam Road,
chennai-600 029
HCL Technologies,
50-53,Greams Road,
chennai-6.
HCL Deluxe,
ALI centre,Greams Road,
chennai-6.
Harita infosys,
6/2,pycrofts garden road,
chennai-6.
IIS infotech,
12,Khadar Nawaz khan Road,
chennai - 600 006
SKD software limited,
B-4,Bhattad tower,30,West cott road,Royapettah,
chennai-29.
Prompt software,
4,Kondi chetti street,
chennai-1.
Pamban software,
187,Royapettah high road,
chennai-4.
SVG software,
Singapore plaza,4th floor,lingi chetty street,
chennai-1.
EGMORE
Bitech software Development,
3,Moores Road,Bucharia Towers,
Egmore,
Chennai-600 008.
Balaji infotech,
1,Mahaveer colony,1st floor,
E.V.K.sampath Road,Vepery,
Chennai-600 007.
Computer Enterprises Inc.,
II floor,Wellington Estate,
24,C-in-C Road,Egmore,
chennai-105.
HCL consulting,
3,Moores Road,Bukharia Towers,
Egmore,
chennai-105
India software group,
Zuari house,46,Montieth Road,
Egmore,chennai - 600 008.
Transformation systems,
140,Marshalls road,Egmore,
chennai-600008.
Metamor Graphics.,
3rd & 4th floor,Bukharia Towers,
4,Moores Road,
chennai-600
Hexaware systems,
Janapriya crest,(opp. museum)
Egmore,chennai-8.
Temple Towers,Anna salai,
Nandanam
Chennai - 600 035
KILPAUK
Time software solutions,
241F,Ground floor, Kilpauk garden road,
chennai-10. Inovation software,
241f,kilpauk garden road,
chennai-10.
Digital Vision Ltd.,
48,Taylors Road, Kilpauk,
chennai-10. Balaji infotech services,
Sapthagiri,34-A,Ormes road,Kilpauk,
chennai-10.
MYLAPORE /ALWARPET/TEYNAMPET
Amrutanjan infotech,
42-45,Luz church road,
Mylapore,
chennai-600 004.
Botree software,
IInd floor,187,Royapettah High road,
Mylapore,chennai-600 004.
Digital Equipments,
85,Dr.Radha krishna salai,
chennai-4.
Electronic data systems,
Dr.Radhakrishnan salai,mylapore,
chennai-4.
OOPs systems.,
103,Dr.Radhakrishnan Road,
Mylapore
chennai
Prod ex technologies,
17,Luz Avenue,Mylapore,
chennai-4.
Kaashyap radiant systems,
sankara towers,119,Dr.Radhakrishnan salai,
Mylapore,chennai-4. Emerald software
188-B,St.Mary's Raod,
Alwarpet
Chennai - 600 0186.
Pinnacle software,
207,R.K.Mutt Road,
Mandaveli,
Chennai
Micro house consulting,
342,II floor, Triplicane high road,
chennai-5.
UNRAVEL solutions,
9,Greenways road,R.A.Puram,
chennai-600028.
UNIQUE connection,
48/1,1st floor,R.K.Mutt road,
chennai-600028
Value software technologies,
9,Parthasarathy gardens,Alwarpet,
chennai-600018.
Sonasoft solutions,
4,5th cross street,Dr.Radhakrishnan salai,
Mylapore,chennai-4.
Sysprom software,
4/2,Cenotaph I lane,Teynampet,
chennai- 18.
Pragathi software,
3,Eldams road,Teynampet,
chennai-18.
Vikaram software limited,
8/1,cenotaph road,1st lane,
Teynampet,chennai-18.
Vignesh solutions,
3,Dr.Durgabai Deshmukh road,(Habib complex),
chennai-28.
NUNGAMBAKKAM
Accel Automation Ltd.,
177,SFI complex,Valluvarkottam High Road, Nungambakkam,
chennai - 600 034
Axes computers
58,sterling Road,
chennai-600 034.
Conserpts Inc.,
B-1,8th floor,J.P.towers, 7/2,Nunbambakkam road,
chennai-34.
Dishnet,
19,Cathedral garden road,chennai-34.
EDNET consulting,
15A,II floor,HM centre,Nungambakkam High road,
chennai-34.
Logic soft inc.,
4,noor veerasamy street,2nd floor,
chennai-34.
Maijo soft systems,
3,Nungambakkam high road,
chennai-34. NIIT Software,
33/1,Nungambakkam High Road,
chennai-34.
PMR software ,
104,Mahalingapuram Main Road,
Chennai-34.
Sankhya Technologies,
37,3rd floor, Jayalakshmipuram,I street, Nungambakkam,
chennai-34.
Spark solutions,
43/3,Josier street,Nungambakkam,
chennai-34.
Kumaran software
Q-90,IVth main Road,Anna nagar(E),
chennai-600 040
Kaashyap interserve,
T-99,3rd Avenue,Annanagar(E),
chennai-40.
Klassik software,
7&8,Ground floor,Rosy towers,7,Nungambakkam high road,
chennai-34.
Focus infotech,
3,2nd street,Hadows road,
chennai-6. Forte india ltd.,
5,Khader nawaz khan road,
chennai-6.
DSRC software export division,
kasturi towers,6th street,
smith road,chennai-2.
GAVS information service,
14,postal colony,II street extension,w.mambalam,
chennai-3.
Integrated strategic infotech.,
3,Apex plaza,Nungambakkam,
chennai-34
Thought process,
1,Nageswara road,
Nungambakkam,
chennai-34.
Mc.CREADE SOFTWARE,
13,cenotaph 2nd lane,Teynampet,
chennai-18.
Igenesis,
84,TTK road,Alwarpet,chennai-18.
Visu infotech,
138,Nelson manickam road,Mehta nagar,
chennai-29.
Tata infotech
Kakani Towers,
2nd floor,15,Khader Nawaz khan Road.,
chennai - 600 006
Sky lark systems,
1-A,Temple tree apts,20-A,Pycrofts garden road,
chennai-34.
Accys software,
12,Khader Nawaz khan Road,
chennai-600 006
Log-in systems,
22,khader nawaz khan road,
chennai-35.
IT solutions,
6/2,Pycrofts garden Road,
chennai-6.
SAIDAPET/NANDANAM
Essasoft(Wipro associate)
3rd floor,Deju Plaza,
4,Srinagar colony, Saidapet,
chennai
Everest software,
2nd cross street,Nandanam-ext.,
chennai-35.
ICG software,
2,south mada street,srinagar colony,saidapet,
chennai-15.
Intuitive object software,
104-B2,North avenue,srinagar colony,saidapet,
chennai-15.
INSOFT ,
1/102,North avenue,srinagar colony,
saidapet,
chennai-600 015.
TMI network,
2ndcross street,Nandanam-ext.,
chennai-600035.
Apar infotech,
26-A,1st floor,IV main road,CIT Nagar, Nandanam,
chennai-600035.
Icon microcircuits and software,
12,Ist street,Nandanam-ext,
chennai-35.
Microcircuits & software technologies,
12,First street,Nandanam Extension,
chennai-600 035.
Scientific systems,
G.R.complex Annexe,Ground floor,
Anna salai,Nandanam,
chennai-35.
Sanra computers,
D-2,shanti apts,21-22,1st cross street,T.T.K.road,
Alwarpet,chennai-18. Sigma soft,
79,chamiers road,chennai-600 028.
SOFTWARE CITY
Aviation software ,
ELNET Software city, Tharamani,
chennai-600 045
Barco Electronics
ELNET software city,
chennai-600 113.
Sriven computers,
ELNET software city,Tharamani,
chennai.
shuttle software,
ELNET, Tharamani,
chennai.
California software
ELNET
chennai
COM competence centre,
ELNET,Tharamani.
chennai
Technet india,
ELNET software city,
Taramani,
chennai-600113.
CBSI,
Madras Export Processing Zone,
Sanetorium,Thambaram,
chennai-600 045.
Gislen software,
SDF II,Unit 27,MEPZ,Tambaram,
chennai-600045.
International software,
MEPZ,SDF Block I,Unit-5,
chennai-45.
T.NAGAR
CADS software,
29,krishna rao street,T.nagar,
chennai-17.
Cybervision solutions,
17/3,Ramakrishna street,T.Nagar,
chennai-17.
DBC infotech,
7,cresent park street,T.Nagar,
chennai-17.
EPS computer systems,
31-A1,Dr.sadhasivam road,T.Nagar,
chennai.
Eternal solutions,
2,Gandhipuram,3rd street,New boag road,T.nagar,
chennai-17.
ELmaq systems,
11,Rajan street,
T.nagar,chennai-17.
N.M.compusys,
57/1,Aswini swathi apts, 2nd floor,flatno:7,
Thirumalai pillai road,T.Nagar,
chennai-17.
Odyssey technologies,
A-108,Raheja centre,1073,Avinashi road,
coimbatore-641 018.
Profit informatics,
108,1st floor,Habibullah road,T.nagar,
chennai-17.
Pigicom infotech systems,
36,North usman road,T.nagar,
chennai-17.
Profit point,
108,Habibullah road,
chennai-17.
RKM software,
2nd floor,kaba plaza,57,L.B.Road,
chennai-17.
Reputech computers,
Ground floor,14,Vaidhyaram street,
chennai-17.
Ram E&I systems,
14,Rajachar street,T.nagar,
chennai-17.
Root software solutions,
30/3,First floor,B.N.Reddy road,(North boag road),
T.Nagar,chennai-17.
Scott systems,
E-2,B block,3rd floor,Parsn paradise,
109,G.N.chetty road,T.Nagar,
chennai-17.
SAAR infotech,
8A,Archana apts,10,sarangapani street,
T.Nagar,chennai-600 017.
SRM systems and software,
120,GN chetty road,
T.nagar,chennai-17.
Triumph infotech,
5,Bazzullah road,T.nagar,
chennai-600017.
Vyapin software
158,south Boag Road,T.Nagar,
chennai-17
Veeras infotek private limited,
7,crescent part street,
T.nagar,chennai-17.
Zylog systems,
57/1,Thirumalai Pillai Road,
T.Nagar,
chennai - 600 017
Akshay software,
11,G.R.Mansion,srinivasa road,T.nagar,
chennai-17.
E-mail:hrd-chennai@akshay.co.in
Ph:824 1408 Profit point,
108,Habibullah road,
chennai-17.
Web infotech,
1st floor,3/2,New giri road,T.nagar,
chennai-600017.
Technosolv,
37A,Nadhamuni street,T.nagar,
chennai-17.
E-mail:ravikum@hd1.vsnl.net.in
Ph:826 1233.
VELACHERY/GUINDY
Banyan Networks
47-B,Velechery Main Road,
Velechery,
chennai -600 042.
Vembu software,
13,Velechery main road,
velechery,chennai-42.
Sathyam Infoway,
35,Velachery Road,Little Mount,
chennai-600 015
CG Maersk.,
3rd floor,Alexander sqare.,
34/35,sardar patel Road.,
Guindy,
chennai-600 032
Infosys Technologies,
Alexander square,
Guindy,
chennai.
Whiztec Embedded systems,
Ponniamman complex,Velechery,
chennai-600042.
OTHERS
Aspire systems,
39,Karuneegar street,
Adambakkam,
Chennai-600 088.
Sheilla synergy India Ltd.,
188-B,St.Mary's Road,
chennai-34
Pronet software,
30/2,PLN complex,conransmith road,
Gopalapuram,
chennai-86.
Firstware software solutions,
11,karpagambal nagar,
chennai-4.
Imagineering software,
95,V.M.street,
chennai-4.
Magna infotech ltd.,
8,III rd street,Gill nagar,
chennai-94.
Omsoft infoware,
23,III main road,Thillaiganga nagar,Nanganallur,
chennai-61.
Success systems,
16,Ramakrishna Iyer street,W.Tambaram,
chennai-45.
SRA systems,
Raja annamalai nagar,
chennai.
Vinayaka global,
23/3,Easwari apts,Beach home avenue,
chennai-600090.
1) Wellwin industries,
25,5th floor,sekar towers,
1st main road, United India colony,
kodambakkam,ch-24.
Marrs software,
25,First main road, united india colony,Kodambakkam,
chennai-24.
Vector software,
5/2,Kamarajar street,Gandhi nagar,
Saligramam,
chennai-600093.
Tulip software
52nd street,7th avenue,
Ashok Nagar,
chennai
Spat consultancy,
142,AVM Avenue,8th street,1st floor,
chennai-92.
Softsolutions,
C-19,16th Avenue,Ashok nagar,
chennai-83.
Softeam software,
52nd street,7th avenue,Ashok nagar,
chennai.
Pictoria Entertainment,
4 , IIIrd floor,Planna plaza,74,Arcot road,
chennai-24.
Pentafour software Exports,
1,First main Road,
Kodambakkam,
chennai - 600 024
INTECH buisiness solutions,
1st floor,sannadhi street,vadapalani,
chennai-26.
Ana software technologies,
53,1st floor,Lakshmi Towers,Arcot road,
chennai-600024.
Congurence Software Lmt.,
2,Ramavaram main Road,
Ramavaram,
chennai.
HCL peripherals,
158,Arcot Raod,
Vadapalani,
chennai-26.
Pyramid buisiness systems,
52nd street,7th Avenue,Ashok nagar,
chennai.
ADYAR
Computer international,
152,Annai velankanni church road,
vannanthurai,Besant nagar,
chennai-90.
DSM soft,
9,15th cross street,shastri nagar,
chennai-20.
Naturesoft creative software solutions,
3,4th main road,Kotturpuram,
chennai-85.
Oceania software,
73,2nd main road,Gandhinagar,Adyar,
chennai-20.
Open business solutions,
Japasri,39,4th main road,Gandhi nagar,
Adyar,chennai-20.
Q-net software development,
M.G.Road,Besant nagar,
Adyar,chennai-20.
S.R.Associates,
10,3rd main road,K.B.Nagar,
Adyar,chennai-20.
Itex information systems,
3rd floor,K.R.buildings,124-A,L.B.road, Adyar,
chennai-8.
TKS ISwaran software,
10,Third main road,Kasturbanagar,Adyar,
chennai-600010.
Sri kapali software,
128,Lattice bridge road,
Thiruvanmiyur,
chennai-41.
Ramco systems,
3,sardar patel Road,
Taramani,
chennai - 600 113
Integral solutions,
45,1st floor,1st avenue,Indiranagar,Adyar,
chennai-20.
ANNA NAGAR
Giri computer systems,
W-300,IInd Avenue,Anna nagar(W)
chennai-40.
American Megatrends India pvt Ltd.,
AJ-6,Shanthi colony, Anna nagar,
chennai - 600 040
Ibar software lmt.,
Celebrity Towers,D/98 or 95,3rd Avenue, Anna Nagar,
chennai
MARQUIP worldwide systems,
y-50,9th street,Annanagar(W),
chennai-10.
L-cube innovative solutions,
1148,I block,6th avenue,Anna nagar(W),
chennai-10.
Sunrise software,
F-52,1st main Road,Anna nagar-East,
chennai-40.
Precision software,
magnum house,Anna nagar circle,
chennai-102.
Team consultants,
IInd floor,1-50,Anna nagar(E),
chennai-102.
ANNA SALAI/GREAMS ROAD/PARRYS
Advanced info services,
1-A,Ali towers,22,Greams road,
chennai-600 006
Target case technologies,
3rdfloor,Temple towers,476,Mount road,
chennai-600035.
Coramandel Software,
Tarapore towers,Annasalai,
chennai
CMC LIMITED,
seethakathi chamber,688, Anna Salai,
chennai-6.
Computer & systems Engineering Inc.,
1J,century plaza,560-562,Annasalai,
chennai-18. Crystal software corporation,
Ambal buildings,2nd floor,727,Anna salai,
chennai-6.
Deltatec Solutions,
4th floor,MECO house,
47,Anna salai,
chennai-2
Zeelos systems,
143A,Anna salai,
chennai-600 032
Wipro infotech
111,Anna salai,
chennai-32
Future software
481,Anna salai,
Nandanam,
chennai - 600 035
WTI (TCS associate)
98,peters Road,
chennai
Visteon Embedded software,
3rd floor,TNPL Building,35,Anna salai,
chennai-32.
Vetri software,
3rd floor,thiru buildings,
160,Greams Road,
chennai-6
HTC s/w development centre,
Gems foundation,
383,Mount road,chennai-15.
Sundaram Telematics,
714,Anna salai,
chennai-6.
Tata consultancy Services.,
185,Lloyds Road,
chennai-600086
DSQ
407,G.R. complex,Annasalai,
Nandanam,
chennai-600 035
Synergy log-in systems,
G-4,Karrumuthu complex,498,Anna road,
chennai-35.
Software technology group,
104,prince center,
709,Mount road,
chennai-6.
Soft-age software,
Parsn complex,
3rdfloor,
chennai.
Indigo Technologies
3rd floor,Pathari Road,
714,Anna salai
chennai - 600 006
Silverline Industries
3rd floor,JVL Plaza,
501,Anna salai,
Teynampet,
chennai - 600 018
IBJ software,
407,Anna salai,
chennai-35.
Sonata software Ltd.,
22,Greams road,chennai-6
Redington ,
SPL-Guindy house,95,Mount road,
chennai-32.
Prakash business software,
689,Mt.Road,
chennai-6.
L&T infotech.,
Anna salai,
Nandanam,
chennai
Intersoft systems,
22,greams road,
chennai-6.
Imagine technologies,
M.M.FOAM buildings,748,Mount road,
chennai-2.
Prakash Business software consultancy,
689,Mount road,
chennai-6.
Polaris Lab.,
II floor,713,Anna salai,
chennai - 600 006
Onward computer technologies,
A/2,Ali towers,Greams road,
chennai-6.
Nucleus software,
713,anna salai,
chennai-6.
Mascot systems.,
110,Anna salai.,
chennai-32
Mascon software.,
4th floor,Padma complex,
320,Anna salai.,
chennai - 600 035
Lakshmi infosys,
62,Greenways road,
chennai-28.
Citicorp overseas software lmt.,
Steeple reach,25,cathedral road,
chennai-86.
Cognizant Technology Solutions India Ltd.,
Arul Manai Buildings,27,Whites Road,
chennai - 600 014
Indus media internet services,
G-21, Ethiraj Salai,
chennai-105.
Saturn information,
42,Mount road,G.G.complex,4th floor,
chennai-2.
HCL cisco,
49-50,Nelson Manickam Road,
chennai-600 029
HCL Technologies,
50-53,Greams Road,
chennai-6.
HCL Deluxe,
ALI centre,Greams Road,
chennai-6.
Harita infosys,
6/2,pycrofts garden road,
chennai-6.
IIS infotech,
12,Khadar Nawaz khan Road,
chennai - 600 006
SKD software limited,
B-4,Bhattad tower,30,West cott road,Royapettah,
chennai-29.
Prompt software,
4,Kondi chetti street,
chennai-1.
Pamban software,
187,Royapettah high road,
chennai-4.
SVG software,
Singapore plaza,4th floor,lingi chetty street,
chennai-1.
EGMORE
Bitech software Development,
3,Moores Road,Bucharia Towers,
Egmore,
Chennai-600 008.
Balaji infotech,
1,Mahaveer colony,1st floor,
E.V.K.sampath Road,Vepery,
Chennai-600 007.
Computer Enterprises Inc.,
II floor,Wellington Estate,
24,C-in-C Road,Egmore,
chennai-105.
HCL consulting,
3,Moores Road,Bukharia Towers,
Egmore,
chennai-105
India software group,
Zuari house,46,Montieth Road,
Egmore,chennai - 600 008.
Transformation systems,
140,Marshalls road,Egmore,
chennai-600008.
Metamor Graphics.,
3rd & 4th floor,Bukharia Towers,
4,Moores Road,
chennai-600
Hexaware systems,
Janapriya crest,(opp. museum)
Egmore,chennai-8.
Temple Towers,Anna salai,
Nandanam
Chennai - 600 035
KILPAUK
Time software solutions,
241F,Ground floor, Kilpauk garden road,
chennai-10. Inovation software,
241f,kilpauk garden road,
chennai-10.
Digital Vision Ltd.,
48,Taylors Road, Kilpauk,
chennai-10. Balaji infotech services,
Sapthagiri,34-A,Ormes road,Kilpauk,
chennai-10.
MYLAPORE /ALWARPET/TEYNAMPET
Amrutanjan infotech,
42-45,Luz church road,
Mylapore,
chennai-600 004.
Botree software,
IInd floor,187,Royapettah High road,
Mylapore,chennai-600 004.
Digital Equipments,
85,Dr.Radha krishna salai,
chennai-4.
Electronic data systems,
Dr.Radhakrishnan salai,mylapore,
chennai-4.
OOPs systems.,
103,Dr.Radhakrishnan Road,
Mylapore
chennai
Prod ex technologies,
17,Luz Avenue,Mylapore,
chennai-4.
Kaashyap radiant systems,
sankara towers,119,Dr.Radhakrishnan salai,
Mylapore,chennai-4. Emerald software
188-B,St.Mary's Raod,
Alwarpet
Chennai - 600 0186.
Pinnacle software,
207,R.K.Mutt Road,
Mandaveli,
Chennai
Micro house consulting,
342,II floor, Triplicane high road,
chennai-5.
UNRAVEL solutions,
9,Greenways road,R.A.Puram,
chennai-600028.
UNIQUE connection,
48/1,1st floor,R.K.Mutt road,
chennai-600028
Value software technologies,
9,Parthasarathy gardens,Alwarpet,
chennai-600018.
Sonasoft solutions,
4,5th cross street,Dr.Radhakrishnan salai,
Mylapore,chennai-4.
Sysprom software,
4/2,Cenotaph I lane,Teynampet,
chennai- 18.
Pragathi software,
3,Eldams road,Teynampet,
chennai-18.
Vikaram software limited,
8/1,cenotaph road,1st lane,
Teynampet,chennai-18.
Vignesh solutions,
3,Dr.Durgabai Deshmukh road,(Habib complex),
chennai-28.
NUNGAMBAKKAM
Accel Automation Ltd.,
177,SFI complex,Valluvarkottam High Road, Nungambakkam,
chennai - 600 034
Axes computers
58,sterling Road,
chennai-600 034.
Conserpts Inc.,
B-1,8th floor,J.P.towers, 7/2,Nunbambakkam road,
chennai-34.
Dishnet,
19,Cathedral garden road,chennai-34.
EDNET consulting,
15A,II floor,HM centre,Nungambakkam High road,
chennai-34.
Logic soft inc.,
4,noor veerasamy street,2nd floor,
chennai-34.
Maijo soft systems,
3,Nungambakkam high road,
chennai-34. NIIT Software,
33/1,Nungambakkam High Road,
chennai-34.
PMR software ,
104,Mahalingapuram Main Road,
Chennai-34.
Sankhya Technologies,
37,3rd floor, Jayalakshmipuram,I street, Nungambakkam,
chennai-34.
Spark solutions,
43/3,Josier street,Nungambakkam,
chennai-34.
Kumaran software
Q-90,IVth main Road,Anna nagar(E),
chennai-600 040
Kaashyap interserve,
T-99,3rd Avenue,Annanagar(E),
chennai-40.
Klassik software,
7&8,Ground floor,Rosy towers,7,Nungambakkam high road,
chennai-34.
Focus infotech,
3,2nd street,Hadows road,
chennai-6. Forte india ltd.,
5,Khader nawaz khan road,
chennai-6.
DSRC software export division,
kasturi towers,6th street,
smith road,chennai-2.
GAVS information service,
14,postal colony,II street extension,w.mambalam,
chennai-3.
Integrated strategic infotech.,
3,Apex plaza,Nungambakkam,
chennai-34
Thought process,
1,Nageswara road,
Nungambakkam,
chennai-34.
Mc.CREADE SOFTWARE,
13,cenotaph 2nd lane,Teynampet,
chennai-18.
Igenesis,
84,TTK road,Alwarpet,chennai-18.
Visu infotech,
138,Nelson manickam road,Mehta nagar,
chennai-29.
Tata infotech
Kakani Towers,
2nd floor,15,Khader Nawaz khan Road.,
chennai - 600 006
Sky lark systems,
1-A,Temple tree apts,20-A,Pycrofts garden road,
chennai-34.
Accys software,
12,Khader Nawaz khan Road,
chennai-600 006
Log-in systems,
22,khader nawaz khan road,
chennai-35.
IT solutions,
6/2,Pycrofts garden Road,
chennai-6.
SAIDAPET/NANDANAM
Essasoft(Wipro associate)
3rd floor,Deju Plaza,
4,Srinagar colony, Saidapet,
chennai
Everest software,
2nd cross street,Nandanam-ext.,
chennai-35.
ICG software,
2,south mada street,srinagar colony,saidapet,
chennai-15.
Intuitive object software,
104-B2,North avenue,srinagar colony,saidapet,
chennai-15.
INSOFT ,
1/102,North avenue,srinagar colony,
saidapet,
chennai-600 015.
TMI network,
2ndcross street,Nandanam-ext.,
chennai-600035.
Apar infotech,
26-A,1st floor,IV main road,CIT Nagar, Nandanam,
chennai-600035.
Icon microcircuits and software,
12,Ist street,Nandanam-ext,
chennai-35.
Microcircuits & software technologies,
12,First street,Nandanam Extension,
chennai-600 035.
Scientific systems,
G.R.complex Annexe,Ground floor,
Anna salai,Nandanam,
chennai-35.
Sanra computers,
D-2,shanti apts,21-22,1st cross street,T.T.K.road,
Alwarpet,chennai-18. Sigma soft,
79,chamiers road,chennai-600 028.
SOFTWARE CITY
Aviation software ,
ELNET Software city, Tharamani,
chennai-600 045
Barco Electronics
ELNET software city,
chennai-600 113.
Sriven computers,
ELNET software city,Tharamani,
chennai.
shuttle software,
ELNET, Tharamani,
chennai.
California software
ELNET
chennai
COM competence centre,
ELNET,Tharamani.
chennai
Technet india,
ELNET software city,
Taramani,
chennai-600113.
CBSI,
Madras Export Processing Zone,
Sanetorium,Thambaram,
chennai-600 045.
Gislen software,
SDF II,Unit 27,MEPZ,Tambaram,
chennai-600045.
International software,
MEPZ,SDF Block I,Unit-5,
chennai-45.
T.NAGAR
CADS software,
29,krishna rao street,T.nagar,
chennai-17.
Cybervision solutions,
17/3,Ramakrishna street,T.Nagar,
chennai-17.
DBC infotech,
7,cresent park street,T.Nagar,
chennai-17.
EPS computer systems,
31-A1,Dr.sadhasivam road,T.Nagar,
chennai.
Eternal solutions,
2,Gandhipuram,3rd street,New boag road,T.nagar,
chennai-17.
ELmaq systems,
11,Rajan street,
T.nagar,chennai-17.
N.M.compusys,
57/1,Aswini swathi apts, 2nd floor,flatno:7,
Thirumalai pillai road,T.Nagar,
chennai-17.
Odyssey technologies,
A-108,Raheja centre,1073,Avinashi road,
coimbatore-641 018.
Profit informatics,
108,1st floor,Habibullah road,T.nagar,
chennai-17.
Pigicom infotech systems,
36,North usman road,T.nagar,
chennai-17.
Profit point,
108,Habibullah road,
chennai-17.
RKM software,
2nd floor,kaba plaza,57,L.B.Road,
chennai-17.
Reputech computers,
Ground floor,14,Vaidhyaram street,
chennai-17.
Ram E&I systems,
14,Rajachar street,T.nagar,
chennai-17.
Root software solutions,
30/3,First floor,B.N.Reddy road,(North boag road),
T.Nagar,chennai-17.
Scott systems,
E-2,B block,3rd floor,Parsn paradise,
109,G.N.chetty road,T.Nagar,
chennai-17.
SAAR infotech,
8A,Archana apts,10,sarangapani street,
T.Nagar,chennai-600 017.
SRM systems and software,
120,GN chetty road,
T.nagar,chennai-17.
Triumph infotech,
5,Bazzullah road,T.nagar,
chennai-600017.
Vyapin software
158,south Boag Road,T.Nagar,
chennai-17
Veeras infotek private limited,
7,crescent part street,
T.nagar,chennai-17.
Zylog systems,
57/1,Thirumalai Pillai Road,
T.Nagar,
chennai - 600 017
Akshay software,
11,G.R.Mansion,srinivasa road,T.nagar,
chennai-17.
E-mail:hrd-chennai@akshay.co.in
Ph:824 1408 Profit point,
108,Habibullah road,
chennai-17.
Web infotech,
1st floor,3/2,New giri road,T.nagar,
chennai-600017.
Technosolv,
37A,Nadhamuni street,T.nagar,
chennai-17.
E-mail:ravikum@hd1.vsnl.net.in
Ph:826 1233.
VELACHERY/GUINDY
Banyan Networks
47-B,Velechery Main Road,
Velechery,
chennai -600 042.
Vembu software,
13,Velechery main road,
velechery,chennai-42.
Sathyam Infoway,
35,Velachery Road,Little Mount,
chennai-600 015
CG Maersk.,
3rd floor,Alexander sqare.,
34/35,sardar patel Road.,
Guindy,
chennai-600 032
Infosys Technologies,
Alexander square,
Guindy,
chennai.
Whiztec Embedded systems,
Ponniamman complex,Velechery,
chennai-600042.
OTHERS
Aspire systems,
39,Karuneegar street,
Adambakkam,
Chennai-600 088.
Sheilla synergy India Ltd.,
188-B,St.Mary's Road,
chennai-34
Pronet software,
30/2,PLN complex,conransmith road,
Gopalapuram,
chennai-86.
Firstware software solutions,
11,karpagambal nagar,
chennai-4.
Imagineering software,
95,V.M.street,
chennai-4.
Magna infotech ltd.,
8,III rd street,Gill nagar,
chennai-94.
Omsoft infoware,
23,III main road,Thillaiganga nagar,Nanganallur,
chennai-61.
Success systems,
16,Ramakrishna Iyer street,W.Tambaram,
chennai-45.
SRA systems,
Raja annamalai nagar,
chennai.
Vinayaka global,
23/3,Easwari apts,Beach home avenue,
chennai-600090.
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