For a Website Designer and Software Development Company, Human Resource is the most important asset, and we are at iFlair have been continuously attempting to keep our Human Resource Development policies and practices in tune with the aspirations of our people. We truly believe that positive reinforcement is the key to develop Human Resources.
At iFlair, the HRD process is divided into different areas
Recruitment & Selection
Training
Junior Programmer (Role: Programming as per Directions)
Sr. Programmer (Role: High Level Programming and Client Communication)
Team Leader (Role: Project Discussion with Programmers, Client Communication and Project Manager Discussion)
Project Manager (Role: Client Communication, Project Analysis, Project Design and Team Work Distribution)
Organizational Development Activities
At iFlair, we strive for better performance of both the employee and the organization, through various methods. We always keep in mind the employee's interests with highly structured, formal feedback mechanisms
Formal processes for selection of the right candidates, identifying training needs, performance appraisals, reviews of appraisals and career planning of employees are done on an on-going basis. We use these processes to improve on performance and motivation levels of the employees towards the twin goals of personal and organizational growth
Having fun is an integral part of the job, and iFlair has its share of parties, picnics, celebrations, treks, and general fun and games, both for the employees and for their families. We believe this helps the employee to bond with the company.
With HRD occupying a critical dimension in the action plan and periodic reviews of the top management, we believe we are today an employer of choice for professionals in the IT industry.
Interested candidate's should mail there resume in word format to Careers@iflair.com
iFlair have over 200+ clients in different vertical website and software development from USA, Canada, Europe, Australia, Dubai, Africa and many more countries.
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