infosys hr practices

Human Resource Management

Presented By

Sumeet S Neeraj+91 78428 88751

GITAM School of IBVizag, India

The Growth Story- Infosys

• 1981: Established by N. R. Narayana Murthy and 6 engineers in Pune, India, with an initial capital of $250

• 1983: Body Shopper. Relocates to Bangalore (HQ)• 1987: Opens first international office in Boston, US• 1999: First Indian Co listed NASDAQ• 2005: “The Best Company to work for in India”,

Business Today• 2006: Revenues cross $2 bn. Employees grow to

50,000+; Murthy retires, Dataquest “Dream Co to work for”

• 2007: Infosys crosses revenues of US$ 3 bn. Employees grow to over 70,000+

• 2009: Revenues beyond $5 bn Employees 100,000+

The Company

Vision– "To be a globally respected corporation that provides best-of-breed

business solutions, leveraging technology, delivered by best-in-class people.“

Mission– "To achieve our objectives in an environment of fairness, honesty, and

courtesy towards our clients, employees, vendors and society at large."

Values– Customer Delight: To surpass customer expectations consistently– Leadership by Example: To set standards & be an exemplar for the

industry & ourselves– Integrity and Transparency: To be ethical, sincere and open in all our

transactions– Fairness: To be objective and transaction-oriented, and thereby earn

trust and respect– Pursuit of Excellence: To strive relentlessly, constantly improve

ourselves, our teams, our services and products to become the best

"One should be trustworthy with all in one's dealings. It is on such foundations that great Organizations are created.“

- N. R. Narayana Murthy(Chairman and Chief Mentor)

“We have developed systems for hiring, training and retaining employees like an elaborate science.”

- Nandan Nilekani(Former Co-Chairman)

International Business Strategy

• Focus on Human Resources

• World Class Operation Model

• Provide Managed software solutions

• Exploit a Well Established offshore development model

• Maintain equitable Client and Business Mix

Orientation

RecruitingTraining

New recruits

EmployeesCHIPS

Selection

Appraisals Referrals

ILI Job Posting

Human Resource Strategy

HR-Outsourcing

Recruitment

• 70% College Grads; 30% Lateral Workers• Infy Vs Harvard• Notifications & recruitment and methodology:

– Advertisements, Campus, Websites mainly, Tests (arithmetic, reasoning, analytical thinking, English etc) before interviews.

• Interviews to assess:– Learnability– Proficiency Competence– Qualifications & Academic excellence– Analytical Ability– Team Working Aptitude– Leadership Potential– Communications Skills– Innovation Skills etc

Sample Newspaper Ad

Orientation & Training (E&R)

• New Recruits (High Expenditure 2 Lacs each)

– Orientation (first 3 days)– 14.5 Weeks (Rigorous Training)– GEC (Global Education Centre) Mysore– Tech Courses, Live Projects– Soft Skills Development– Best Practices Viz. Involve Customers,

Learn by Practice, Integrated learning, group learning, measure & act, curriculum review etc.

Employee Training (E&R)

• Employees– Technical Training–Managerial Training– Soft & Language Skills– Domain Training– CHIPS

Infosys Leadership Institute

• Succession Plan• Grooming Executives• Build desired Leadership styles• Training on:– Organizational Change– Transformational leadership– Nurturing Excellence & Creativity– Future Leadership roles

Infosys Leadership Institute

The 9 Pillar Model (Leadership Development

Program):1. 360 Degree feedback (Mandatory)2. Developmental Assignment3. Infosys Culture Workshop4. Developmental Relationship5. Leadership Skill for Training6. Feedback Intensive programs7. Systematic process learning8. Community Empathy9. Action learning

Performance Appraisal

• 360 Degree Appraisal• Yearly Twice• Parameters

– Technical– Personal Skills

• VPP, Incentivized Salary• 3 tiers of Performance• Currently (2006 onwards) Deferred Compensation

Scheme

Infosys Culture

• Culture of a Small Company• Small Groups• Managers- Mentors• Value to right Ideas (E.g. Laura)• Milestones Program• Motivation by Communication• Town-Hall meetings• Work Life Balance

Key Issues

• Shortage of Engineers leading to recruitment of Science Grads.

• Dilution of Culture due to Global Expansion• Meeting Employee Expectations• Absence of Challenging jobs• Attrition rate (Compared to other Cos)• Attracting Global workforce

(with domain expertise)

2010 Data