HINDUJA GLOBAL SOLUTIONS

Introduction:

Hinduja Global Solutions is an Indian pure play business and service provider head quartered in
Bangalore, and part of the Hinduja group formerly known as HTMT global, the company re-
branded itself as HGS in line with the group policy. It has over 40,000 employees worldwide
with a large employee base in India. It has presence in about 12 countries including Philippines,
USA, UK, Canada, France, Germany, Italy, Netherlands, Mauritius, UAE, and Jamaica. In India,
it has 68 “delivery centers” including major cities like Bangalore, Chennai, Hyderabad, Mumbai
and growing cities like Mysore, Nagercoil, Durgapur, Siliguri, and Guntur.

Solutions:

Hinduja global consist of three types of solutions those are discussed below in detail

 Customer engagement
 Business process optimization
 Digital transformation

Customer Engagement:

It is a business communication connection between an external stake holder (consumer) and an

organization (company or brand) through various channels of correspondence. This connection
can be a reaction, interaction, effect or overall customer experience, which takes place online and
offline. The term can also be used to define customer-to-customer correspondence regarding a
communication, product, service or brand. However, the latter dissemination originates from a
business-to-consumer interaction resonated at a subconscious level. Communicate with
customers via multiple channels to address customer service, sales and support.

 Voice/IVR
 Email
 Chat
 Text
 Social
 Self-service
Business process optimization:

It is a discipline in operations management in which people use different methods to discover,

model, analyze, measure, improve, optimize, and automate business process. BPM focuses on
improving business process. Any combination of methods used to manage a company's business
processes is BPM. Processes can be structured and repeatable or unstructured and variable.
Though not required, enabling technologies are often used with BPM. Run operations efficiently
and cost-effectively by optimizing front and back office processes.

 Back office
 Human resource out sourcing
 B2B

Digital Transformation:

It is not necessarily about digital technology, but about the fact that technology, which is digital,
allows people to solve their traditional problems. And they prefer this digital solution to the old
solution.

The transformation stage means that digital usages inherently enable new types of innovation
and creativity in a particular domain, rather than simply enhance and support traditional
methods.

In a narrower sense, "digital transformation" may refer to the concept of "going paperless", and
reaching a "digital business maturity” which affects both individual businesses and whole
segments of society, such as government, mass communications, art, medicine, and science.

 Analytics

 Automation

 Digital marketing.
History:

HTMT Global Solutions Ltd is one of the largest transnational business conglomerates in the
world. The company provides information technology enabled services in India and
internationally. They offer professional IT staffing, claims processing, call center, software
development, and consulting services. They also provide customer relationship management
programs integrating inbound contact center, Internet, database marketing, market research,
closed loop lead management, and fulfillment services.

The company offers services in verticals like automotive, banking and financial services,
consumer electronics, energy and utilities, government/public sector, healthcare and insurance,
household and consumer products, logistics and transportation, media and entertainment,
pharmaceuticals and life sciences, technology and telecommunications. They are having 20
delivery centers across US, Canada, Mauritius, Philippines and India, all working towards
creating leaders out of their clients.

The history of HGS (Hinduja Global Solutions) began in 1993 under the name ALIT, stands for
Ashok Leyland Information Technology, providing information technology services. In 2000
ALIT merged with Hinduja finance corporation (HFC) to form HGS. The year 2003 marked a
milestone for HGS with the acquisition of customer contact center incorporation a call center
company located in the Philippines , in 2007, HGS acquired AFFINA LLC, A US-based contact
center and data base management and marketing research company and in 2010, UK-based care
line services, another contact center management services provider, was acquired. In 2011, HGS
acquired Canadian on-line support incorporation (OLS) to further strengthen its presence in
North America.

On 30th June 2015, HGS announced the signing of a definitive agreement to take over a
significant portion of M-phasis emerging markets business. With this acquisition, HGS expanded
its presence in Bangalore, Noida, Raipur, Chennai, Pune, Mumbai, Vadodara, Indore,
Pondicherry, Ahmedabad, Bhubaneswar and Mangalore, and also entered the competitive BPO
market in terms of employment with its only center in North India and in Noida.
Listing:

HGS is a public limited company, listed on both the leading stock exchanges of India, The
National Stock Exchanges Of India(NSE) and The Bombay Stock Exchange(BSE) on June 19 th
2007.

HTMT Global solutions Ltd was ranked among top 15 ITES-BPO exporters for the financial
year 2006-07 by NASSCOM. They are ranked No 2 in the Best performing Call Center Firms
worldwide in the Global Services 100 survey conducted by Neo IT & Global Services Magazine
in January 2008. Also, they were the winner of ICT Innovation Award 2008.

In June 2008, the company expanded their footprint to Chennai by inaugurating their second
delivery center at Nandambakkam. With this, the company has 11 delivery centers across India
in Bangalore, Chennai, Durgapur, Hyderabad, Mumbai and Mysore.

Vision: To be globally preferred business process transformation partner for our clients, creating
value in their business through innovative outsourcing solutions.

Mission: Make our clients more competitive.

 PRACTICE-I

CORPORATE SOCIAL RESPONSIBILITY

Background: Hinduja Global Solutions Limited (“HGS”) is inspired and guided by the
pioneering thoughts “My dharma (duty) is to work so that I can give” of late Shri Parmanand
Deepchand Hinduja- Founder of the Hinduja Group. HGS is a socially responsible corporate and
has undertaken and implemented Corporate Social Responsibility (CSR) activities for the
upliftment of the economically and socially disadvantaged communities and shall continue to do
in future. The prioritized areas for CSR activities of HGS include Education, Sustainable
Development, Health Care and other philanthropic and humanitarian activities.

Objectives of the Policy:

The objective of the CSR policy is:

 Identification of constituencies of economically and socially disadvantaged sections of

the community and causes to work with, for undertaking CSR activities in order to attain
sustainable development and all round social improvement.
 Encouraging employees to participate in the Company’s CSR initiatives and to promote a
unified and strategic approach towards CSR activities in an organized manner.
 Funding or carrying out charitable and socially responsible activity.

Implementation of CSR activities:

CSR activities:

The Committee shall undertake any of the following CSR activities as prescribed in Schedule
VII of the Act:

a) Eradicating hunger, poverty and malnutrition, promoting preventive health care and
sanitation including contribution to the Swach Bharat Kosh set-up by the Central
Government for the promotion of sanitation and making available safe drinking water;
 b) Promoting education, including special education and employment enhancing vocation
skills especially among children, women, elderly, and the differently abled and livelihood
enhancement projects;
c) Promoting gender equality, empowering women, setting up homes and hostels for women
and orphans; setting up old age homes, day care centers and such other facilities for
senior citizens and measures for reducing inequalities faced by socially and economically
backward groups;
d) Measures for the benefit of armed forces veterans, war widows and their dependents;
e) Contribution to the Prime Minister's National Relief Fund or any other fund set up by the
Central Government for Socio-economic development and relief and welfare of the
Scheduled Castes, the Scheduled Tribes, other backward classes, minorities and women;
f) rural development projects;
g) Slum area development;
h) Such other activities as may be prescribed in Schedule VII of the Act from time to time.

Expenditure on CSR activities:

 As required by the Act, the Committee shall ensure that commencing from financial year
April 01, 2014 to March 31, 2015, and thereafter in every financial year, the Company
spends at least 2% of the average net profits of the Company made during the three
immediately preceding financial years unless the Company is experiencing an economic
slowdown or market depression or any other unforeseen exigencies. The amount to be
spent on CSR activities shall be approved by the Board.
 In the event if the Committee fails to spend such amount (percentage) specified above,
the Committee shall provide an explanation to the Board specifying the reasons for not
being able to spend the said amount. Further, the said reasons shall also be given in the
Board’s Report as required under the Act.
 Expenditure shall include all expenditure including contribution to corpus for the projects
or programs relating to CSR activities approved by the Board on recommendation of
CSR Committee but does not include expenditure on any activity, which is not in line
with the activities prescribed under Schedule VII of the Act.
  Salaries paid by HGS to regular CSR staff (if any) as well as to volunteers of HGS (in
proportion to company’s time/hours spent specifically on CSR activities) can be factored
into CSR project cost as part of the CSR expenditure.
 Surplus arising out of the CSR projects or programs or activities shall not form part of the
business profit of the HGS.

Monitoring process of CSR activities:

The Board/ Committee shall set up a CSR Forum consisting of Senior Management Personnel/
Senior Executives from HR, Finance and Corporate Communications Department of the
Company who shall be responsible for the implementation of the CSR activities, which have
been approved by the CSR Committee. The CSR Forum shall put in place a formal process for
evaluating and approving CSR projects before being recommended to the Committee. The CSR
Forum will review the CSR projects in terms of financial monitoring and outcome of the
projects.

Partnerships/Implementation Agencies for carrying out CSR Activities:

 CSR activities may be implemented by HGS either through a Registered Trust or a

Registered Society or a Company established by HGS or its holding/subsidiary or
associate company under Section 8 of the Act. In the event if such Trust, Society or [4]
Company is not established by HGS or its holding or subsidiary or associate company,
such Trust, Society or Company shall have an established track record of three years in
undertaking similar programs or projects. HGS may also collaborate with its
Group/Associate Subsidiary Companies for undertaking the CSR activities.
 CSR initiatives may be implemented directly by HGS on its own through the dedicated
team of employees. In the event such initiatives are to be implemented through NGOs,
the CSR Forum will approve the project proposal and budget before recommending the
same to the Committee.
 HGS may also collaborate with other companies to undertake CSR projects or programs
or CSR activities provided the CSR Committee of the respective companies are in a
position to report separately on such projects.
 PRACTICE-II

CODE OF CONDUCT

CODE OF PRACTICES AND PROCEDURES FOR FAIR DISCLOSURE OF

UNPUBLISHED PRICE SENSITIVE INFORMATION

Preamble:

Pursuant to The SEBI (Prohibition of Insider Trading) Regulations, 2015 (“Regulations”), the
Board of Directors of Hinduja Global Solutions Limited (“HGS” or “Company”) has formulated
the Code of Practices and Procedures for Fair Disclosure of Unpublished Price Sensitive
Information (“Code of Fair Disclosure” or the “Code”).

Disclosure:

1. “Generally Available Information” means information that is accessible to the public on a

non-discriminatory basis; “Generally Available” with respect to information shall be
construed accordingly.
2. “Unpublished Price Sensitive Information” or “UPSI” means any information, relating to
the Company or its securities, directly or indirectly, that is not generally available which
upon becoming generally available, is likely to materially affect the price of the securities
of the Company and shall, ordinarily including but not restricted to, information relating
to the following:
a) Financial results;
b) Dividends;
c) Change in capital structure;
d) Mergers, demergers, acquisitions, delisting, and expansion of
business and other such transactions;
e) Changes in key managerial personnel; and
f) Material agreements in accordance with the listing agreement.
Code of fair disclosure:

Adhering to the Principles set out in Schedule A to the Regulations, the Company shall ensure:
1. Prompt public disclosure of Unpublished Price Sensitive Information (UPSI) that would
impact price discovery no sooner than credible and concrete information comes into
being in order to make such information generally available.
2. Uniform and universal dissemination of UPSI to avoid selective disclosure. Speculative
disclosures or selective disclosures that could have an adverse impact on the market and
the price discovery process shall be avoided.
3. Chief Financial Officer of the Company is designated as the Chief Investor Relations
Officer (CIRO) for the purpose of this Code to deal with dissemination of information
and disclosure of UPSI under the guidance of CEO. CIRO shall coordinate with the
Compliance Officer for the purpose.
4. (a) In the event of any UPSI getting disclosed selectively, inadvertently or otherwise, the
Company shall ensure prompt dissemination of UPSI as generally available.
(b) Information disclosure/dissemination of any UPSI shall be approved in advance by
CIRO. If UPSI is accidentally disclosed without prior approval of CIRO, the person
responsible for this shall inform CIRO immediately. CIRO will promptly disseminate the
information.
(c) CIRO shall ensure that the Company complies with disclosure requirements,
overseeing and coordinating disclosure of UPSI to stock exchange, analysts, shareholders
and media, as the case may be.
5. Appropriate and fair response to queries on news reports and requests for verification of
market rumors by regulatory authorities. Any such queries shall be promptly directed to
CIRO. CIRO shall decide the responses of the Company in consultation with Chief
Executive Officer and Compliance Officer under the Regulations.
 6. The Company shall ensure that information shared/being shared with analysts, research
personnel or during the Investors Meet is not UPSI.
The Company shall follow the following guidelines while dealing with research
personnel, analysts, Institutional investors and during Investors Meet:
Only Public information to be provided:-
i. The Company shall provide information which is in public domain only.
ii. Handling of unanticipated questions/issues raised outside the scope of
discussion:-
Unanticipated questions/issues raised outside the scope of discussion with
analysts or during the Investors or Press Meet may be taken on notice and a
considered response be given later, provided the response do not fall within the
purview of UPSI.
iii. If the answer includes unpublished price sensitive information, the same shall be
made public before responding. No UPSI to be provided during the interaction
with the Press or while giving interview to any TV Channel.
7. Developing best practices to make transcripts or records of proceedings of meetings with
analysts and other investor relations conferences on the official website to ensure official
confirmation and documentation of disclosures made.
8. The Company shall handle UPSI on a need-to-know basis.

Disclosure:

This Code of Fair Disclosure shall be published on the website of the Company and any
amendment thereto shall be intimated to the Stock Exchanges where Company’s securities are
listed as required under the Regulations.

This policy is only internal code of conduct and one of the measures to avoid insider trading. it
will be the responsibility of each employee to ensure compliance of SEBI regulations and other
related statutes fully.
 PRACTICE-III

CAREER PLANNING

Life at HGS:

Equal Opportunities, Team work, Dynamic work environment, Friendly policies, Empowering
and Rewarding employees, Work life Balance, Innovations, achievements, Corporate Social
Responsibility (CSR).

Life at HGS encompasses all this and many more. Join HGS and be assured that you will be in a
dynamic and supportive environment where you can achieve your dreams of working in a fast-
growing and innovative company.

Employee Training, Learning, and Development Programs:

Employee training and development programs are integral to any organization owing to its
enormous value in enhancing the existing skills and develop new ones in the employees and
emerge as better team players and leaders.

HGS believes in the ethos of “people empowerment” – encouraging employees to take risk and
ownership for all the actions, take pride in their achievements and celebrate small success. We
focus on educating our employees to empower them by putting continuous emphasis on
developing skills through training programs, classroom events and e-learning programs.

Cultivate a high impact culture and of Learning and Mentoring:

They have award-winning people development initiatives aimed at creating first line business
leaders capable of delivering “noiseless service” to their customers. Using an innovative
combination of learning techniques, our programs enhance skills and knowledge levels, boost
confidence, boost leadership and brighten career prospects.

Leadership training programs help in chalking out the chain of succession, make employees feel

more connected to the business, and can transfer good ideas from one section of your company

to the whole organization.

At HGS, the major objectives of the employee training and development programs are:

a. Meet expectations, strengthen level based competencies, be process/business ready.

b. Monitor adherence of pre-defined activities/tasks, thereby promoting disciplined
performance and development culture.
c. Provide trainings to create a talent pool across HGS giving easy lateral movement
opportunities.
d. Provide trainings based on current process or client specific future requirements.

HGS conducts regular training and development programs for its employees in the form of:

 Orientation programs for the new employees to speed up and settle with the processes
and addressing any gaps pertaining to their skillsets.
 Focused training programs help in tackling the shortcomings of employees that are
relevant to their work profile. For instance, leadership training programs enable the first
line/mid-level and senior managers to understand and perform their roles efficiently, take
responsibility and be accountable for the decisions they take and develop a team by
continuous coaching and mentoring.
 HGS has developed self-development training programs which employees can volunteer
to participate. These programs are available online as e-learning modules which can be
accessed independently and on completion, get certified. The supervisors and managers
also get informed and helps in allocating additional responsibilities depending on the
acquired new skills.

Ten Reasons to join HGS:

1. Living the HGS values: (Global mindset, Quality, Sustained growth, Pride in Execution,
Integrity, Customer focus, Empowerment). These values ort our vision shape the
philosophy and reflect what they believe in.
2. Be known to the World: Be part of distinguished brand like Hinduja group and add
credibility to your career.
3. Accomplish your goals: With ample opportunities and freedom to grow, this is where
you focus, realize your dreams and achieve your goals.
4. Learn and Grow: Commit yourself to life long process of learning new things and
professional development. Get trained to develop new skills and learn something new
every day.
5. Diversity and Inclusion: Diversity in background ensure tangible and intangible
benefits. Work with a heterogeneous group and become part of a cross-pollination of
ideas at HGS.
6. Work life Balance: Stay stress-free and relaxed with a friendly and comfortable
environment and a happy, peaceful life at home.
7. Work with the World: Get opportunities to work with reputed brand and with an
unending list of distinguished clientele globally.
8. Grow beyond your Dreams: Your creative and Innovative Ideas are exactly what will
make us grow! Push your limits, grow beyond expectations and let your creativity flow.
9. Dynamic work Environment: Love challenges and problem solving with the Team?
HGS employees are versatile and dynamic and make HGS more happening work place.
10. One HGS: Culturally Diverse work force but inclusive as a Team, they learn, work and
grow together.
 PRACTICE-IV

CORPORATE GOVERNANCE

Meaning: Corporate governance is the system of rules, practices and processes by which a firm
is directed and controlled. Corporate governance essentially involves balancing the interests of a
company's many stakeholders, such as shareholders, management, customers, suppliers,
financiers, government and the community. Since corporate governance also provides the
framework for attaining a company's objectives, it encompasses practically every sphere of
management, from action plans and internal controls to performance measurement and
corporate disclosure.

Corporate governance and Board of Directors: The board of directors is the primary direct
stakeholder influencing corporate governance. Directors are elected by shareholders or appointed
by other board members, and they represent shareholders of the company. The board is tasked
with making important decisions, such as corporate officer appointments, executive
compensation and dividend policy. In some instances, board obligations stretch beyond financial
optimization, when shareholder resolutions call for certain social or environmental concerns to
be prioritized.

Boards are often made up of inside and independent members. Insiders are major shareholders,
founders and executives. Independent directors do not share the ties of the insiders, but they are
chosen because of their experience managing or directing other large companies. Independents
are considered helpful for governance because they dilute the concentration of power and help
align shareholder interest with those of the insiders.

Committee of Directors:

Terms of Reference: The board of directors at its meeting held on 8th February 2011 revised the
terms of reference of the committee of directors as under:

1. The Committee of Directors is, inter-alia empowered to oversee the functioning of the
Company, to provide strategic direction and to approve investments and borrowings
within the limits prescribed by the Board at its meeting held on 31st October 2007;
 2. To recommend to the Board Revenue and Capital budgets and other major capital
schemes;
3. To consider new businesses, acquisitions, divestments, changes in organization structure
and also to periodically review the Company’s business plans and future strategies;
4. To approve donations within the limits prescribed by the Board;
5. To open/close bank accounts of the Company;
6. To grant limited Powers of Attorney to the officers of the Company;

Investors’ Grievance Committee:

Terms of Reference: To specifically look into redressing shareholders’ and investors’ complaints in
the following areas:

1. Transfer of shares;
2. Non-receipt of financial statements and other documents under the Companies Act,
1956;
3. Non-receipt of declared dividends;
4. Non-receipt of Shares lodged for transfer;
5. Issue of Duplicate Shares;

Compensation Committee: The Compensation Committee shall discharge its responsibilities

and shall assess the information provided by the Company’s management, in accordance with its
business judgment.

Terms of reference:

1. To determine all the terms governing the Employees Stock Options Plan implemented/ to
be implemented by the Company from time to time including any variation thereof and
inter alia determining eligibility for the grant, timing and number of options to be
granted, vesting schedule, exercise price and other related matters;
2. To review and approve or recommend for approval to the Board of Directors, the
compensation of the Company’s Chief Executive Officer (the “CEO”) and the
Company’s other senior executives/officers;
3. To be responsible for overseeing the evaluation of the Company’s senior executives;
 4. To review periodically and make recommendations to the Board of Directors with
respect to incentive-based compensation plans and equity-based plans;
5. To exercise all rights, authority and functions of the Board of Directors under all of the
Company’s stock option, stock incentive, employee stock purchase and other equity
based plans, including without limitation, the authority to interpret the terms thereof.

Along with all these rules and regulations HGS corporate governance also presents the Meetings
that are held during the year and the attendance of the Board of Directors is also mentioned.
 PRACTICE- IV

TALENT MANAGEMENT

Meaning: Talent management is the science of using strategic human resource planning to
improve business value and to make it possible for companies and organizations to reach their
goals. Everything done to recruit, retain, develop, reward and make people perform forms a part
of talent management as well as strategic workforce planning. A talent-management strategy
should link to business strategy to function more appropriately.

Talent management is also an important and necessary skill for people in the workforce to
acquire. Finding good and talented people is not a hard thing to do, but making sure that they
want to stay working for the same business is the challenge. If someone has so much talent and
they are good at what they do, businesses will want them to stay and work there forever.
However, most of those people are either satisfied with the job they have, or they go out and look
for better opportunities.

The talent management process is a continuous process that meets an organization’s

requirements involves sourcing, hiring, developing, retaining and promoting. If an organization
wants to hire the best talent of its competitor to work with it, then you need to offer something
that person beyond his/her imaginations to come and join your organization. But hiring the
source doesn’t the main purpose getting the things out of him\her is the main task. Therefore
talent management process is a fully integrated software solution that not only controls the entry
of an employee but also his/her exit. Every organization needs best talent management process to
achieve its goals and set them higher.

The talent management process concept is not restricted to recruiting the right candidate at the
right time. It extends to explore hidden and unusual qualities of your employees. It helps
companies to improve employee’s abilities and nurturing them to get desired results. For
organizations hiring the best talent may be a big concern today. But retaining them and
transitioning them according to your culture is most important and difficult. For this purpose
talent management process is the proper solution to get best out of your employees for the
benefit of your organization.
Practices followed by HGS:

HR Administration: HR Administration refers to the managing of human capital providing both

HR-specific and general administrative and secretarial support, depending on the size of the
company or HR department. This requires HR administrative assistants to file employee-related
documents, answer department telephones, relay messages, and distribute information to
employees. It also provides direct support to executives by scheduling meetings and
appointments, making travel arrangements, and processing expense reports. HGS includes:

a) On Boarding: Standardized solutions to enhance employee experience.

b) Background Screening: Pre and Post employment screening.
c) Employees Record Management: Digital file management and letter issuance.
d) Monitoring Performance: Implementation and Administration of performance
management systems.
e) Employee Helpdesk: Email and Phone support.
f) Renewal and Exit: Management of contracts and visa formalities.

Training and Development: It as a function concerned with organizational activity aimed at

bettering the job performance of individuals and groups in organizational settings. Training and
development can be described as "an educational process which involves the sharpening of
skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of
employees". The field has gone by several names, including "human resource development",
"human capital development" and "learning and development". HGS includes:

a) Learning strategy and assessment consulting.

b) Content and curriculum design.
c) Development and Management.
d) Strategic sourcing and Vendor Management.
e) Instructor Resource Management.
f) Forecasting, Reporting, Logistics, and learner Care.
HR Social: With more and more companies experimenting with social media platforms to
market and brand their identities, many companies have started integrating social technologies
into recruitment, development and engagement of employees which is known as Social HR.
Doing so drives self-service, relevancy to employees’ every day work and the ability to interact
and engage with employees at the same time enabling employees to help themselves online.

a) Recruitment through Social Media Networking Site.

b) Alumni & Subject Matter Expert Connections.
c) Digital Brand building as an “Employer of Choice”.
d) Knowledge Management and Idea sharing platform using Social Media.

Payroll System: Payroll refers to the total compensation provided by a business to an employee
for a fixed time period which includes fixed salary, bonuses and deductions. Payroll is important
for a business from an accounting as well as ethical point of view. Payroll taxes affect the net
income of a company and accurate and timely payroll payments are essential to keep up
employee morale. HGS Payroll Benefits Includes the following:

a) Payroll Processing.
b) Loans and Salary Advances.
c) Funds and Salary Disbursements.
d) Employee claims and Payouts.
e) Performance and Bonus and Incentive Program.
f) Employee Health Care/Insurance Premium.
g) Employee Financial and Tax planning.
FINDINGS

 HGS believes in being locally relevant and is committed to making a positive

contribution to the communities in which we operate and thrive.
 HGS provides an inspiring work environment where achieving professional triumph is
possible while you work in conjunction with the best talents and brightest minds.
 HGS empowers employees through Employee volunteering Programs that is also
involving their employees in CSR activities.
 Conduct themselves and their activities outside the company in such manner as not to
adversely affect the image or reputation of the company.
 Shall adopt total transparency in their dealings with the company.
CONCLUSION

HGS is a public limited company, listed on both the leading stock exchanges in India, The
National Stock Exchange (NSE) and The Bombay Stock Exchange (BSE). HGS provides a full
suite of Business process management (BPM) services from traditional voice contact center
services and transformational Digital CX services that are unifying customer engagement to
platform-based back-office services and digital marketing solutions.

Hinduja Global Solutions Ltd is one of the largest transnational business conglomerates in the
world. The company provides information technology enabled services in India and
internationally. They offer professional IT staffing, claims processing, call center, software
development, and consulting services. They also provide customer relationship management
programs integrating inbound contact center, Internet, database marketing, market research,
closed loop lead management, and fulfillment services. The company offers services in
verticals like automotive, banking and financial services, consumer electronics, energy and
utilities, government/public sector, healthcare and insurance, household and consumer
products, logistics and transportation, media and entertainment, pharmaceuticals and life
sciences, technology and telecommunications. They are having 20 delivery centers across US,
Canada, Mauritius, Philippines and India, all working towards creating leaders out of their
clients.