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Success Story

Infosys Technologies has been adjudged the best employer of the year by a number of leading human resource (HR) surveys for its outstanding HR practices. It is one of the few companies that succeeded in greatly influencing the attitude and behaviour of the employees and the performance of the organization through creative HR practices. The HR policies of Infosys include: (i) focusing on the learnability of candidates in recruitment; (ii) emphasizing continuous learning through employee training. For this reason, it has developed a world-class training centre called the Global Education Center at Mysore to train fresh recruits and an Infosys Leadership Institute to develop future leaders of the companies; (iii) evaluating the performance of employees in a scientific manner through a competency-mapping system and (iv) using a variable compensation structure, which considers the collective performance of the individual, the team and the organization as a whole for fixing the employee-compensation packages. To sum up, its HR philosophy, policy, practices and management have played a pivotal role in making Infosys a $2billion company today. The success story of Infosys is a proof that HR management (HRM) can be a definite competitive advantage for a firm and can make a real difference not only to the fortune of the organizations but also to the individuals as well.

–ADITYA BIRLA GROUP To ensure anywhere and anytime banking for the customer with the latest stateof-the-art technology and by developing effective customer-centric relationships and to emerge as a world-class service provider through efficient utilization of human resources and product innovation. –ICICI BANK To be a globally respected corporation that provides the best-of-breed business solutions leveraging technology delivered by the best-in-class people.Table 1. –INFOSYS To deliver superior value to our customers. employees. – ALLAHABAD BANK . shareholders. working in teams and riding on the backbone of world-class technology.1 Mission Statements of a Few Organizations To develop ICICI Bank into an organization that is empowered by bright and talented individuals. and society at large.

gender. In India. and that in all matters equal opportunity is provided to those eligible and that decisions are based on merit. flexible (or compressed) work-weeks. ethnic origin or disability. respect for the right to privacy and the right to be heard.3 HR Objectives of the Tata Group A Tata company shall provide equal opportunities to all its employees and all qualified applicants for employment without regard to their race. verbal or psychological. . while encouraging the adoption of the best international practices. Some of IBM's workplace flexibility programmes include individualized daily work schedules. HR policies shall promote diversity and equality in the workplace as well as compliance with all local labour laws. marital status. People can opt to work at home in case of personal emergencies as well. A company that has consistently been appreciated for this benefit is IBM. Employees of a Tata company shall be treated with dignity and in accordance with the Tata policy of maintaining a work environment free of all forms of harassment. Be it downloading files. Employees are offered support services so that even if they work from home. remote/mobile work options and mobility allowances. ancestry. age.Box 1. caste. nationality. checking and replying to mail. IBM has offered mobile work options since 2003. sexual orientation. whether physical. regular part-time. religion. Mobile Working at IBM One of the ways companies retain their employees is by offering them flexible work schedules and the option of working from home. colour. IBM workers can dial into the IBM network and get connected. Employee policies and practices shall be administered in a manner consistent with the applicable laws and the other provisions of this code. they stay connected. or linking to the electronic library.

accident and medical insurance cover to its employees in a holistic measure. the coverage amount was a record-breaking Rs. Starting from 2002.000 million. said. Infosys is a good example. As Mohandas Pai. the HR head of Infosys. Increasingly. The coverage levels have substantially risen over the years.” .HR and the Well-Being of Employees One of the HR policies really appreciated by employees is that pertaining to their families‟ health and safety. “Infosys believes in providing adequate life. companies are providing life insurance and accident coverage that will help reassure their employees and give them a sense of security. it has a tie-up with the Life Insurance Corporation of India that provides adequate coverage for all its employees. in tune with the overall Infosys social security and employee benefit initiatives. 240. In 2008.

Here. HR managers are responsible for offering a wide range of HR programmes covering occupational safety. health promotion and physical fitness. a smaller organization may follow a shorter HRM process with a greater emphasis on functions like procurement and compensation and little or no priority for activities like training and development and industrial relations maintenance. recreation activities. HR planning involves choosing and placing the right person at the right job and at the right time. large organizations may pursue a longer and more comprehensive HRM process to meet the requirements of both the management and the workforce. Lastly. HR managers are responsible for conducting and supervising training and development programmes for employees. They must devise ways to ensure fair and equitable pay rates. improving the employee morale. finally. They should also counsel the employees and the management to prevent and. Recruitment involves gathering a pool of applicants from which suitable employees may be selected. increasing the individual and organizational performance. The purpose of a training and development programme is to increase the employees‟ competencies in their job by improving their knowledge. transportation programmes. HR managers have to implement industrial relations programmes that would ensure ethical and fair treatment in disciplinary action. the selection of suitable employees. Procurement Procurement refers to a series of activities undertaken by the HR managers for filling the present and future vacancies of the organization. knowledge and abilities required for the job holder. In this regard. testing.We shall now discuss the operative functions of HRM. HR managers should regularly manage the performance evaluation system of the organization. canteen facilities. job analysis refers to both the determination of specific tasks and responsibilities connected to a job and identifying the skills. grievance redressal. recruitment and. Compensation Compensation refers to the determination of the pay scale and other benefits for the employees. size. . On the contrary. depending upon its nature. resolve disputes over labour agreements or other labour relation issues. and continuously design reward systems such as performance-linked incentive plans and bonus and flexible work schedules Maintenance The maintenance function aims at retaining efficient and experienced employees in the organization. career counselling and growth for creating a positive work environment. It is to be understood here that the functions of HRM can vary widely from one organization to another. In addition. Integration It consists mainly of industrial relations and aims at ensuring good relations between the management and the employees. selection involves screening. Establishing and maintaining the pay system of an organization is one of the principal jobs of the HR managers. and objectives. Training and development is widely accepted as a method for enhancing the employee skills. and achieving the business growth and success. For instance. and career management processes. Development Development here refers to both employees‟ training and management development. when necessary. HR planning. This calls for creative HR practices. skills and abilities. interviewing and hiring the most suitable employees for the organization. employee suggestion schemes. The activities include job analysis and designing.

Tata Consulting Services(TCS)    A choice of working in over 170 offices across 40 countries in a variety of areas..Examples of Retention Strategies for young Professionals in India’s BPO and Services Sectors. Paternity leave for adoption of a girl child Discounts on group parties .

Initiating one of the best „corporate universities‟ in the world  Moderate Retentions rate increase achieved Microsoft-India    Excellent sporting and wellness facilities Employees allowed to choose flexible working schedule Moving people across functions and sections in assisting employees find their area of interest  Struggling to minimise job hopping Mahindra & Co   Culture change valuing innovation and talent over age and experience Institutionalising a practice called „reverse mentoring‟ where young people are given opportunities of mentoring their seniors  Stabilised job hopping significantly . creative artistic and social activities for the employees and their families. Significant impact on job hopping achieved ICICI Bank    Identification of potential talented staff Alternative stock options Quicker promotion  Have been able to achieve higher retention rate WIPRO  „Wings Within‟ programme where existing employees get a chance to quit their current job role and join a different firm within WIPRO  Has led to a higher retention rate INFOSYS   Fostering a sense of belongingness.

India HR head of IT and consulting major Accenture. . talks about the company's HR priorities and policies that matter.Manoj Biswas.

The other priority is the career counselor framework. . A large segment of our workforce goes for adoption. becoming more focused. We are also a listening organization and we take pride in that.recruiting the best talent. the entire sector is focused on the talent landscape . just like a maternity leave. other employees could donate "hours of work" to you. It is not leave without pay. we partner with ISB to build middle management and senior management. We have an integrated talent management initiative that focuses on career building for our employees. We also introduced an adoption leave policy. Any new employee is allocated a buddy and we do it for team leads and above. We have always been a learning organization. This helps us reinvent ourselves. take you through the entire settling down process. You could be going through some serious crisis or problem in your life. developing new capabilities. on both domain skills related learning and leadership skills. It is not a cash donation. It could be a critical illness in your family. So other employees can pitch in. introduced last year.What are your company's priorities from a people standpoint. He would take an interest in your career. It has been well received. your buddy will reach out to you. We listen to the unique needs of employees. This has worked well and has been appreciated. He would help you become an effective leader in the organization. Every employee is allocated a career counselor. have worked for the firm? Those that worked well were policies linked to the lifecycle of an employee. One of the things that have worked very nicely is the 'Buddy Program'. Retention is important to us. The young generation mentors the older employees. The unique policy we have worked on is that if you require an extended time off because of an illness. What policies. we partner with XLRI to build HR talent.for example. especially in a slowdown year? Overall. talk to you. we have culture practices. Before you join the organization. we also partner with IGNOU to build talent in the BPO space. The last piece is "reverse mentoring". We collaborate with learning organizations . Besides.

What has helped you become a better HR head? I was a major in the Indian Army.but because you need a career. join because you don't need a job . keep listening to employees. the mood is that the same constituents of HR will still continue. We have to be focused on retention from a learning perspective. That was unique. That is the driving force. I don't think we have changed anything in terms of people plans. We say that if you want to join Accenture. I have a 'breadth' career experience rather than a 'vertical' or 'horizontal' career. we have not only focused on the middle manager but the entry level manager. . From Accenture's perspective. Other IT companies say that there is a dearth of middle management talent. We keep on enhancing your skills as you go on. niche lines of businesses. We still continue our hiring and retention journey. Once the industry starts maturing. we will start to look at niche skills. We have to figure out how to develop some of these paradigms. it gave me a wider perspective to look at things. Retention and engagement are intertwined. It is a good time to look at some of the processes we can consolidate. Then I moved on to become a recruitment person. However.Since the job market has cooled down. It is also a good time to look at some of the challenges around leadership development. How does Accenture view this? Is it something we keep our eye on? The answer is yes. People would still continue to hire .hiring the best talent is going to be critical. what role will salaries play this year in talent retention? When I discuss with my HR counterparts in other firms. I completed an MBA before becoming a business guy I was developing product lines.