Understanding Training Policies at Persistent Systems

Persistent Systems, like many large companies, has specific policies and practices for fresh graduates. One of the key questions among new hires is whether failing the training program automatically leads to termination. This article delves into the specifics, backed by experiences from current and former employees.

Factors Influencing Freshers' Outcomes

Whether Persistent Systems or any similar company terminates a fresher for failing training depends on several factors. These include the company's HR policies, the nature of the training program, and the reasons for individual performance.

Typically, companies adopt a supportive approach, offering additional training or resources to help employees succeed. However, in cases where an employee consistently fails to meet the required standards, termination may be considered.

To get the most accurate and up-to-date information, it is advisable to consult Persistent Systems' HR policies or discuss with current or former employees about their experiences.

Current Policies and Practices

Recent experiences indicate that Persistent Systems provides two attempts for training. If a fresher scores below 60, they are considered to have failed. However, even those who fail the first round have a higher chance of passing the second round because the same questions are used in both attempts.

A former employee suggests seeking help from those who pass the first round, as this can significantly increase the chances of clearing the second attempt. Additionally, there is very little chance of being fired by Persistent Systems unless performance is extremely poor, as almost everyone passes the exam.

Historical Data and Experiences

For those looking back at past experiences, the My Passion Challenge (MPC), a part of the training process, can be particularly insightful. In 2016, for a specific batch of 16 fresh graduates, all were required to clear the MPC before joining. This test offered three attempts: one before joining and two after. Despite this structure, the success rate was not high.

Out of the 16 individuals, only 8 were able to pass the MPC after the third attempt. Unfortunately, the remaining 8 were not offered the opportunity to join Persistent Systems. It is important to note that the MPC is a stand-alone test and is not directly related to the subsequent training modules. Clearing the rest of the training modules is not a guarantee of employment, with the most critical factor being the MPC.

Note: While clearing the training modules is important, Persistent Systems does not allocate projects in the same technology for which candidates have worked hard to pass the MPC. This can be seen as a form of irony in the training process.

Conclusion

The outcome for fresh graduates at Persistent Systems can indeed be influenced by training performance, with specific policies and processes in place to support candidates. However, the potential for termination is relatively low, especially if performance issues are not severe.

For the fresher community, it is crucial to understand the specific requirements and support mechanisms available. Engaging with colleagues who have passed earlier rounds can be invaluable in preparing for and succeeding in the training process.