CASE STUDY ON STRATEGIC

HRM POLICIES

Infosys
- SHUBHAM TAPKIR
  Decade of growth: 250 to 15,000 employees,
revenue $5M to $754M (2003 setback).
 Ranked No. 1 but fell off Best Employer List in 2003.
 Goal set: Top Ten in Best Performing Companies and
INTRODUCTION: Best Employers by 2007.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

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  Founded in 1981 by Mr. Narayana Murthy and six
others.
BACKGROUND  Vision: Create wealth ethically and professionally.
 Early challenges: Bureaucratic Indian environment,
survived potential dissolution.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

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  Success but ongoing challenges led to rising
employee discontent.

WORKPLACE  HR attempts to make workplace enjoyable, issues

persist with rapid growth.
CHALLENGES  Increased diversity, hierarchy disparity, and
management disconnect lead to high turnover and
escalating costs.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

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  1999 strategic changes: portfolio, performance
measurement, compensation, promotion, and
rewards.
PROBLEM  Variable pay structure introduced, organizational
ANALYSIS structure flattened.
 2003: Fell off Best Employer lists, unintentionally de-
emphasized traditional culture.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

https://www.chegg.com/homework-help/questions-and-answers/case-study-infosys-strategic-human-resources-management-introduction-infosys-group-service-q107076360
  Growing pains led to dissatisfaction, emphasizing
need for improved communication.

POSSIBLE  Reinstating small and collegial feel addresses

employee complaints.
SOLUTIONS
 Improve satisfaction without significant financial
investment; change in work environment crucial.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

https://www.chegg.com/homework-help/questions-and-answers/case-study-infosys-strategic-human-resources-management-introduction-infosys-group-service-q107076360
  Strategic HR Management balances company and
employee needs.- Recommended: Focused effort on
improving communication.

RECOMMENDED  Closer collaboration between managers and

employees essential for role understanding, value,
SOLUTION and decision impact.
 Aligns with Infosys' commitment to professionalism,
corporate governance, and good employee
management.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

https://www.chegg.com/homework-help/questions-and-answers/case-study-infosys-strategic-human-resources-management-introduction-infosys-group-service-q107076360
  Need based assessment & analysis before
implementing policy changes.
 Regular interactive sessions from senior
management regarding policy changes.
 Periodic Survey forms and In Person feedback to
COMMUNICATION assess work culture issues at the lower level.
 Comments by senior management to close feedback
form.
 Buddy programme for new joinees - Buddy assigned
for handholding
  Learning & Development plans for each employee
on an individual basis and give them the opportunity
to maneuver their career.
 Portal mentioning Internal Job Postings for cross
GROWTH functional switch.
OPPORTUNITIES  Efficient allocation of work to assign challenging
projects for employees to diversify their learning
experience.
 Mentorship Programme for career guidance.
  Compensation benchmarking should be done on
industry practices.
 Restructuring the organization to reduce disparity
between lower level & senior level employee.
RETENTION
 Performance Management parameters should be
RATE based on the cohesive amalgamation of
organizational & employee needs.
 Resources should be utilized in Internal competency
building projects instead of being put on bench.
  Performance management parameters should
capture both organizational goals & employee
growth.
PERFORMANCE  Mechanism to challenge Performance appraisal
MANAGEMENT should be introduced to capture "unhappiness of
employees".
 Comprehensive competency mapping through
objective parameters of performance.
IMPLEMENTATION PHASE
PHASE - 1
 Interactive Sessions with senior
management
 Buddy & Mentorship Program
 Robust two way feedback mechanism
 Transparency in Decision Making
 Competency Matrix building
PHASE - 2
 Compensation Benchmarking
 Performance management evaluation.
 Cross-functional switching & Internal job
Posting
 Learning & Development Plan
 Resource optimization through internal
projects.
 Organizational Restructuring
PERSONAL FEEDBACK
FROM INFOSYS EMPLYEE:
  Strategic HR Management vital for successful
growth.
 Enhanced communication leads to better
understanding, fostering a positive work
CONCLUSION atmosphere.
 Address employee dissatisfaction by emphasizing
meaningful work and reinforcing founding principles
of ethics, governance, and employee well-being.

||SHUBHAM TAPKIR || M.ARCH SEM -2 || P.M. || SOUCE : https://mbauncle.blogspot.com/2012/10/case-study-infosysa-strategic-human_24.html

https://www.chegg.com/homework-help/questions-and-answers/case-study-infosys-strategic-human-resources-management-introduction-infosys-group-service-q107076360