Tata Technologies PMO Executive salaries in Pune

Likes

Banglore and initial jump in salary while joining

Dislikes

Hectic work culture usually between 9 to till night until work completion.high work pressure and no increment for first 2 years and after that min increment.

Likes

Work-life balance is easy to maintain if you work in ODECs. It is another thing if you are at client location.

Dislikes

Salary hikes are mediocre. There are limited opportunities to learn unless you are posted at client location.

Likes

Since it's a Tata company, you will have job security like no other company if you are in a permanent role. Work life balance is very good and if you are at Pune location, food and commute to office is free. Timings are also flexible and so is your role. As a GET you can get into whatever role you want to get into company and make a career out of it.

Dislikes

Salary is less than market, appraisal is bare minimum and the growth is very slow. Work environment is like semi government.

Likes

Job security is something in TTL that anyone can be sure of but the salary/appraisal will always be a concern irrespective of any position or profile. Learning at TTL depends on what kind of project you are in, so it varies drastically according to that. You will find very good teammates across the organization across the projects and work-life balance is certainly a big positive while working in TTL. Politics is not a big concern, work environment will always be very pleasant.

Dislikes

Compensation is decent, but growth is slow. I do receive appreciation emails from my client, but they mostly go unnoticed during my mid-year appraisals. Also, there is no on-job training for freshers, hence senior folks like me have to guide them step-by-step, which is a big pain sometimes. Most of the projects are the support projects. Until and unless the heavy crunch will be there in terms of vacancy in the development project, you will never be able to shift from support project to development project.

Likes

Good Architecture of building.

Dislikes

No proper salary hikes. Consistent delay for market revision of salaries. Late reaction to market dynamics. Leadership lacks foresight to ensure necessary infrastructure is in place to en cash new opportunities.