HRM

BEST PRACTICES IN
INFOSYS TECNOLOGIES
PREPARED BY:
AMIT JAGLAN
ANKUR GARG
ASHISH GIRI
INRODUCTION
BACKGROUND OF COMPANY
ESTABLISHED ON JULY 02,1981 BY A GROUP
OF 7 PROFESSIONALS.
IN MID 1980s COMPANY GREW IN BY
PLACING SOFTWARE PROFESSIONALS IN
US.
IN 1991 COMPANY LAUNCHED ITS FIRST
IPO AT A PRIMIUM OF Rs. 85 FOR A FACE
VALUE OF Rs. 10 PER SHARE.
INITIALLY FRESH GRADUATES ONLY
FROM ENGINEERING COLLEGES WERE
HIRED.
LATER ON STUDENTS WERE HIRED ON THE
BASIS OF HIGH LEARNING POTENTIAL,
ANALYTICAL SKILLS ETC.
TOTAL REVENUES 2152 million
US $ WITH NET INCOME OF 555
million US $
HR PRACTICES AT INFOSYS
RECRUITMENTS
TRAINING
THE CULTURE
PERFORMANCE APPRAISAL
 RECRUITMENTS
THREE TIRE PROCESS
1. CALLING FOR APPLICATIONS
2. ANALYTICAL TEST
3. INTERVIEW
 TRAINIG AT INFOSYS
EDUCATION & RESEARCH DEPARTMENT
TRAINING CONSISTS OF VARIOUS
PROGRAMMES ON SOFT SKILLS,
MANAGERIAL SKILLS, LEADERSHIP SKILLS
& DOMAIN SPECIFIC TRAINING.
INFOSYS LEADERSHIP SCHOOL.
PERFORMANCE APPRAISAL

DONE TWICE A YEAR.

EVALUATION OF THE PERFORMANCE OF
ALL EMPLOYEES.
 CULTURE
FRIENDLY CULTURE
INFORMAL COMMUNICATION IN
ORGANISATION
REGULAR GUIDENCE TO NEW EMPLOYEES
FROM HIGH LEVEL MANAGEMENT.
RAPID CAREER PROGRESSION PATH FOR
CAPABLE & POTENTIAL PEOPLES.
 CHALLENGES
LACK OF SKILLED MAN POWER
CO-ORDINATION WITH IN TOP LEVEL
MANAGEMENT
GROWING ATTRITION RATE
 MEASURES
INFOSYS LEADERSHIP INSTITUTE
SEARCH OF SKILLED MAN POWER IN
ABROAD
WORLD CLASS FACILITIES AT WORKPLACE
PROPER TRAING TO FRESH EMPLOYEES
PROVIDING MORE CAREER GROWTH
OPPORTUNITIES
Ø Adopted role-based structure
Roles are
Project Management
Technical
Customer Interface
Program Management
Domain Consulting
Ø Competition from other MNC’s entering in
India
Ø Cultural diversity
Ø Meeting the expectations of the employees
Ø Retaining the existing talent without any
amendment in wage bill
Ø High attrition rate
Ø Shortage of skilled manpower
 RECEMENDATIONS
Ø Recruitment from different parts of the world
Ø Lesser rate of recruitment
Ø Better performance appraisal
Ø Assigning challenging tasks for employee’s self
development
Ø Considering employees from middle level also
for Leadership development program