Infosys: Strategic Human Resource Management

1. What are the most effective HRM strategies (or activities/processes/policies) you have
observed in your work setting?

Following are some of the most effective HRM strategies that I have observed in my
workplace -
● Newly hired employees' induction: Induction was a fantastic way for new hires to
communicate and engage with one another and the organization's management.
People had the chance to learn about the principles and culture of the
organization they would be working for.
● Recognition (Awards and souvenirs) for outstanding performance and diligence:
Employee confidence was improved by rewards and recognition. It encouraged
them to give their all to their jobs and gave them a sense of value.
● Incentives for better WFH experience during Covid: Company gave incentives to
each employee to spend on WFH setups like desks, laptops, and lamps during
lockdown to ensure seamless product delivery and an office ambiance at home.
● Well-being programs: Yoga, Marathons, Dance, and other events were organized
either online or offline to ensure employees are engaged in activities that they
like besides their regular job
● Paid Sick leaves and Maternity/Paternity Leaves: Company ensured that each
employee gets his fair share of leaves in a year to break from his mundane
routine. The maternity and paternity leaves guarantee employees to take out time
for themselves and their families.
● Medical Insurance Policies: These were add-on benefits provided to each
employee after joining the organization. It helped people and their families during
medical emergencies. Free vaccination for COVID was one such important and
effective step taken by the company to showcase how employees importance to
the company.
● Team-building activities held by the company (lunch, fun Fridays, team outings):
These kinds of gatherings foster strong team bonds and wholesome
interpersonal interactions. Additionally, it was a great way for workers to unwind
after a long day at the job.
● Hikes and bonuses twice a year: This ensured people were awarded fairly for
their work and motivated them to do better.

2. To what extent are the HRM strategies adding to or detracting from the overall goal of
Infosys?

● Infosys' overarching objective was to create a business with experienced owners

and managers who pledge to provide fair returns to all of its stakeholders.
 ● The employees got a chance to visit clients aboard and this motivated them to
work harder
● Infosys ranked among the Top Ten Best Performing Companies and Best
Employers in 2001 and 2002 as a result of these measures.
● The company's ability to serve its clients abroad from its Indian base, however,
became exceedingly challenging due to changes in geopolitical and economic
conditions.
● In anticipation of commercial growth, the organisation had already begun
recruiting candidates through graduation campuses.
● However, due to the shrinkage of business, the employees did not get much
productive work which made them frustrated
● When Infosys first started out, there weren't many companies in the software
business, therefore the company's major goal was to enter it.
● Infosys' early years were game-changing.
● Since there weren't many businesses in India offering services similar to Infosys,
they in some ways gained a competitive edge because of cheaper labor costs.
● Also, the employees were happy and satisfied as were able to work on creative
and interesting projects
● Apart from that, frequent changes in employee policies did not go well with the
employees
● Employees felt that they are not informed about the policy changes and that the
company is not considerate of them
● This led to an increase in the employee attrition rate which in turn increased the
employee cost for the company as they had to train new people and compensate
the leaving employees
● All these instances detracted the company from achieving its ultimate goal

3. How would you resolve the tension between achieving high-performance metrics and
employee satisfaction metrics at Infosys? Write down an Action Plan.

● Middle and Senior level managers must be clearly communicated about the
policy changes
● All doubts and queries should be resolved and confidence should be attained
before sharing them with employees
● High-Performance Metrics should be used for compensation and appraisals. This
should be aligned with industry standards. Top performers' energy should be
channelized projects which require a customized approach
● Apart from this, employees should also be given awards and recognition
● Employee engagement activities should be conducted to attain employee
satisfaction