A

Project report
on
General Management
To Study On HR Practices
At Infosys
A Project Submitted to University of Mumbai
in Partial Fulfilment of Semester IV
For the award of
Master of Management Studies
in
Finance
By

Ms.Gupta Niraj Shivhari

Roll. No: 2021022

Under the Guidance of
Prof. Minal Parekh

ROHIDAS PATIL INSTITUTE OF MANAGEMENT STUDIES

(Affiliated to University of Mumbai, Approved by AICTE, New Delhi)

May, 2023

i
 Shree Shankar Narayan Educational Trust

Rohidas Patil Institute of Management Studies

(Affiliated to University of Mumbai, Approved by AICTE, New Delhi)
Mahavidhyalaya Marg, Navghar Road, Bhayandar East, Thane – 401105.

CERTIFICATE
This is to certify that Ms. Gupta Niraj Shivhari is a bonafide student of our Institute
and the dissertation entitled A study on HR practices at Infosys submitted by him is in
partial fulfilment of the semester IV for the Degree of MASTER OF MANAGEMENT
STUDIES IN FINANCE by the University of Mumbai during the Academic Year 2022-
23.

Place: Bhayandar, Thane Dr. Bhupesh V. Rane

Date: Director
Rohidas Patil Institute of Management Studies

ii
 GUIDE’S CERTIFICATE
This is to certify that the Dissertation entitled To Study on HR Practices at Infosys is a
bonafide record of independent research work done by Ms. Gupta Niraj Shivhari, Roll.
No. 2021022 under my supervision during Academic year 22-23, submitted to the
University of Mumbai in partial fulfilment of Semester IV for the Degree of MASTER
OF MANAGEMENT STUDIES IN FINANCE.

Place: Bhayandar, Thane. _____________________

Date : Prof .Minal Parekh

iii
 DECLARATION
I Ms.Gupta Niraj Shivhari hereby declare that the dissertation To study on HR
practices at Infosys submitted to the University of Mumbai in partial fulfilment of the
semester IV for the Degree of MASTER OF MANAGEMENT STUDIES IN
FINANCE is an original work and that the dissertation has not previously formed the
basis for the award of any other degree, Diploma, Associate ship, Fellowship or other
title.

Place: Bhayandar, Thane _____________________

Date: Niraj Shivhari Gupta

iv
 EVALUATION OF DISSERTATION

1. Name of the Candidate : Niraj Shivhari Gupta

2. Registration / Seat Number : 2012022

3. Name / Code of the subject :

4. Title of the Dissertation :

5. Evaluation:

Parameters Maximum Marks

Sr. No.
Marks Awarded
1 Situation analysis and Problem definition 10

2 Literature Review (secondary data) 10

3 Methodology of study 20

4 Data Analysis (Primary and Secondary data) 20

5 Conclusions and recommendations 15

6 Guide’s assessment of project progress 10

7 Viva Voce 15

Total 100

6. Name & Address of the Evaluator:

7. Signature of Evaluator with Date:

8. Signature of the Head of the Institution with seal:

v
 ACKNOWLEDGEMENT
Apart from my efforts, the success of any project depends largely on the encouragement
and guidelines of many others. I take this opportunity to express my gratitude to the
people who have been instrumental in the successful completion of this project.
I would thank the Management of the Institute for providing valuable resources viz.
Library, Computers with Internet facility which is an essential pre-requisite in the
successful completion of the project.
I would like to show my greatest appreciation to Prof. Minal Parekh. I can’t thank
enough for his/her tremendous support and help. I feel motivated and encouraged to
execute my project under his/her mentorship. Without his/her guidance this project
would not have materialized.
The support received from all the respondents was vital for the success of the project. I
am grateful for their time and efforts. Last but not least, I wish to thank my parents
Shivhari Gupta and Geeta Gupta for their continuous motivation.

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 EXECUTIVE SUMMARY

This study aimed to assess the level of modern human resource practices across a sample
of IT firms in India. The demographic profile of workers in the Indian IT industry
indicated a significant representation of young people. The study found that IT
companies in India adopt modern HR techniques such as work from home, flexible work
hours, recreational facilities, and the use of ERP software. Additionally, the study
identified the implementation of employee-oriented practices, including yoga and gym
sessions, social gatherings, and HR information systems.

The research concluded that there are no substantial differences in the adoption of
contemporary HR practices among the selected IT companies. The study emphasized the
importance of employee-oriented and innovative HR practices in the Indian IT industry,
leading to proactive employees who positively influence the effectiveness of their work.

Infosys Technologies, a well-known software firm, was recognized as one of India's

greatest employers due to its accommodating HR procedures. The company's culture
remained that of a small business despite its significant growth. Infosys employed a
rigorous selection process and provided extensive training programs to attract top talent.
The company also introduced employee stock option schemes and a variable pay system
based on performance.

The head of human resources at Infosys was assigned the goal of ensuring the company's
recognition among the top 10 Best Employers and Best Performing Companies lists. This
presented challenges as cost limitations conflicted with employee satisfaction. The study
highlighted the importance of investing in the workforce through opportunities, training
resources, and workplace improvements.

The investigation assessed Infosys Ltd.'s human resources through secondary data
sources such as annual reports and supplementary information. The company voluntarily
embraced HR practices and disclosed information about them to stakeholders. However,
the study recommended the inclusion of additional information in disclosures, such as
idle time, employee loyalty, lockouts, training and development costs, and group-age-
specific human resource values.

To promote the country's growth and development, the government and regulatory
organizations should consider incorporating human resource practices into commercial
accounting.

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 INDEX

CHAPTER 1: INTRODUCTION
Introduction of HR practices 1
1.1
8
1.2 Introduction of Infosys company
10
1.3
Objectives of the study

CHAPTER 2: LITERATURE REVIEW

2.1 Literature review 11

CHAPTER 3: PROJECT PROFILE

3.1 About HR & Infosys company 21
3.2 About Infosys work culture 26

CHAPTER 4: SUGGESTION
38
suggestion
4.1

CHAPTER 5: CONCLUSION

5.1 conclusion 39
BIBLOGRAPHY 41

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 CHAPTER -1

INTRODUCTION

1.1 INTRODUCTION OF HR PRACTICES:-

Human Resource Management is concerned with the people dimension in management since
every organization is made up of people acquiring their services developing their skills
motivating them to achieve a higher level of performance & ensuring that they continue their
commitment to the organization & which is essential in achieving an organizational objective.
This is true regardless of the type of organization, Government, education, health, recreation,
or social action. H.R.M. is planning, organizing, Directing, Controlling, developing,
compensation, integration, maintenance & separating HR to the end that individual &
organizational & social objectives are accomplished. Thus H.R.M refers to a set program,
function & activities designed & carried out in order to maximize both employee as well as
organizational effectiveness .Human resource management is a management function that
helps the manager to recruit select, train, and develop members of the organization Because
human force acts as the heart of an organization without humans organization cannot achieve
its predetermined goals. In fact, H.R.M. is a management function concerned with hiring and
motivating & maintaining people in the organization.

The biggest factor that has upgraded the world today is the technological advancement. If we
look at the previous eras, the use of technology only meant the use of landline telephones, fax
machines, postal service and print media. Gradually people started to use the internet and
emails in various functions to accomplish their work. But now, in the present era, the
technology has changed to a diverse extent and the reason behind it is the need of a fast and
time-saving way of working. To screen candidates Nike uses Interactive Voice Response for
screening the candidates, and also computer-assisted interviews are done for the selected
candidates and after that face to face interview is performed (Thornburg, 1998).

The present and next generation of technology consist of Artificial Intelligence, Big Data,
Machine Learning, Virtual Reality, Mobile Applications, Chatbots, Gamification etc to name
a few. These technologies are used in all the sectors such as medicine, consumer goods,
military, banks etc. These technologies have its impact on the HR verticals as well. One of the
key functions of HR which is the recruitment process has also undergone complete change
due to the technological advancement. The main aim behind using more technologically
advanced tools in the recruitment process is to reduce the time taken for manual work so that
the recruiters can invest their time in more valuable, productive and strategic work of the

1
organization. Large organizations like Procter & Gamble are going for video conferencing
technologies for campus recruiting because of cost savings (Chapman, 1999).

The topmost factor that is going to impact the recruitment process is the use of AI. 35 % of
talent professionals agree that AI is the topmost factor affecting hiring decisions. The
artificial intelligence has the tendency to learn, adapt and upgrade itself from information that
is collected. Hence, it enables the recruiters and the recruiting team to collect and analyze all
the huge amount of data that is collected about a candidate from social media platforms,
emails and instant messaging. This collected data of the social media footprint of the
candidate will give valuable insight about the talent database. AI will also play a major role in
saving the time required for candidate sourcing and candidate screening. For example,
LinkedIn Recruiter automates candidate search and quickly find candidates that matches the
requirement. Overall for recruiting candidates the use of internet-based instruments has
increased significantly in the recent years (König et al. 2003) and (Färber, Weitzel, & Keim,
2003).

Chatbots are also playing a key role in saving the time of recruiters of taking interviews so
that they can utilize their time in the more valuable aspect of their role. Some of the examples
of chatbots conducting interviews are Job Pal and Vera which selects CVs from online job
portals and then calls the candidates to inform about the particular job they have applied for
and interviews the best candidates either via phone or video chat. The Big Data recruiting is
another emerging tool which is used to draw specific patterns to gain valuable insights for
improving the recruiting process and hiring better candidates by gaining knowledge about the
candidate’s personality even before the interview. 50 % of talent professionals agree that big
data is the top trend impacting hiring strategies today.

For example, Google reviewed the whole recruitment process by analysing tens and
thousands of its historical job interviews data to find the best candidates available. The
technological advancement not only aims to hire the best candidates within a short period of
time. But it also aims to attract and retain the candidates for a longer period of time. The use
of virtual reality is a key tool for increasing the engagement and retention of candidates. 28 %
of talented professionals and hiring managers say that virtual reality is the most useful
interviewing innovations. This is done by allowing the candidates to experience an inside
view of the office, different job roles of the office in the same place or overseas within an
instant of time.

Some of the examples of a company using virtual reality are Lloyds Banking Group,
Microsoft’s HoloLens etc that uses holographic computing to engage users into a variety of
extraordinarily detailed virtual and holographic experiences. Mobile applications and social
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media recruiting are also the important tools by which a large number of a right fit candidate
can be attracted. At present 72% of active candidates visit a company’s site via mobile to
learn about career opportunities and 45% of candidates have applied for a job via a mobile
device. Moreover, only depending on the CV to find the right fit candidate is not enough.
Hence, social media are used to check how the candidate communicates with other people
and how he presents himself in front of professional and social websites to understand the
candidates’ actual interpersonal skills. These are just a few of the many examples of
technological advancement that are changing the recruitment process. These technologies do
require a certain amount of resources but the Return on Investment will be clearly high
because the need to hire the right fit candidate at the right time is the main requirement in
today’s competitive labor market.

Human resource management is a function in organizations designed to maximize employee

performance in service of employer’s strategic objectives. HR is primarily concerned with
how people are managed within organizations, focusing on policies and systems. HR
departments and units in organizations are typically responsible for a number of activities,
including employee recruitment, training and development, performance appraisal, and
rewarding. HR is also concerned with industrial relations, that is, balancing of organizational
practices with regulations arising from collective bargaining and governmental laws. In start-
up companies, HR's duties may be performed by trained professionals. In current global work
environment, most companies focus on lowering employee turnover and retaining talent and
knowledge held by its workforce. New hiring not only entails a high cost but also increases
risk of newcomer not being able to replace person who was working in that position before.
HR departments also strive to offer benefits that will appeal to workers, thus reducing risk of
losing knowledge.

Right person for the right job‟ is the basic principle in recruitment and selection. Ever
organisation should give attention to the selection of its manpower, especially its managers.
The operative manpower is equally important and essential for the orderly working of an
enterprise. Every business organisation/unit needs manpower for carrying different business
activities smoothly and efficiently and for this recruitment and selection of suitable
candidates are essential. Human resource management in an organisation will not be possible
if unsuitable persons are selected and employment in a business unit staffing is one basic
function of management. All managers have responsibility of staffing function by selecting
the chief executive and even the foremen and supervisors have a staffing responsibility when
they select the rank and file workers. However, the personnel manager and his personnel
department is mainly concerned with the staffing function. Every organisation needs to look

3
after recruitment and selection in the initial period and thereafter as and when additional
manpower is required due to expansion and development of business activities.

Human Resource Management is a strategic process of coordinating, planning, organizing,

directing, and controlling the association system. In order to achieve the pretensions of an
association, a platoon or group of workers must be developed to pave the way for the
Recruitment and selection process. It should be handled in a structured manner to elect the
right seeker for suitable positions. Recruitment and selection is the process of getting Human
coffers into the associations' departments, sections, and jobs. Different strategies are espoused
for opting a seeker between the countries. Checking the Indian environment, the exogenous
factors, similar as retaining policy, Human resource planning, size of the association, cost
involved in Recruitment, growth and expansion of an association, etc. influences the
Recruitment strategy. On the other hand, babe concentrates on job analysis, environmental
analysis, and personality traits of the prospective seeker in the global environment. By adding
an extension to the process, they make an analysis of aboriginal factors, similar as family
stress, culture, strictness, emotional childhood, physical breakdown, responsibility load, etc.
These factors haven't been given any high significance and are neglected in the Indian
environment.

Human resource operation is a function in associations designed to maximize hand

performance in service of employer’s strategic objects. HR is primarily concerned with how
people are managed within associations, fastening on programs and systems. HR departments
and units in associations are generally responsible for a number of conditioning, including
hand Recruitment, training and development, performance appraisal, and satisfying. HR is
also concerned with artificial relations, that is, balancing of organizational practices with
regulations arising from collaborative logrolling and governmental laws. In incipiency
companies, HR's duties may be performed by trained professionals. In current global work
terrain, utmost companies concentrate on lowering hand development and retaining gift and
knowledge held by its pool. New hiring not only entails a high cost but also increases threat
of freshman not being suitable to replace person who was working in that position before. HR
departments also strive to offer benefits that will appeal to workers, therefore reducing threat
of losing knowledge.

Employers have to announce the job vacuities in traditional and conduct the Recruitment
process physically. In this case, the company should choose campaigners for conventional, set
the time and place of the interview, and involve outsourcing, consulting, referral,
Recruitment, lot, or opting workers in- house, which requires cost and time. A complicated
process over, egging the company to transfigure the Recruitment of a more ultramodern and

4
practical, uses the job gate to online and social media platforms in webbing and opting
campaigners according to the company's requirements. This is substantiated by the growing
fashion ability of social media platforms that are professional in the Recruitment process.
From the perspective of the professional, social media allows druggies to modernize
information about their moxie, similar as qualifications, work experience, and chops
representative. One positive impact is chancing a more different and applicable seeker
following the needed qualifications. In addition, the possibility of the emergence
automatically job recommendations that fit the profile of the aspirants will also be an excess
of job doors online. Among colorful social media which support the Recruitment process
work, some exploration has linked LinkedIn( 94) was set up as the stylish platform among
social media in support of Human coffers operation, followed by Facebook( 65), Twitter( 55),
Google Plus( 18), YouTube( 15), and Instagram( 13). In addition, point- grounded websites
similar as videotape share, Xing, You dip, and Skilled Africans are also channels of retaining
notorious workers in colorful country-specific.

The Human Resource (HR) department plays a crucial role in any organization, as it is
responsible for managing employee relations and ensuring the growth and development of the
workforce. Infosys is a renowned multinational corporation that has a robust HR department,
known for its innovative and employee-centric practices. This project aims to study the HR
practices at Infosys and evaluate their effectiveness in achieving the organization's goals.
Infosys Limited is a global leader in consulting, technology, and outsourcing solutions. With
a strong emphasis on employee satisfaction and development, the company has built a robust
HR department that focuses on attracting, retaining, and developing top talent. Infosys has
been recognized as one of the top employers in the world, with numerous accolades and
awards for its innovative HR practices.

The HR department at Infosys is responsible for managing the entire employee lifecycle,
from recruitment and selection to performance management and career development. The
company believes in creating a positive work environment that fosters creativity, innovation,
and collaboration. To achieve this, Infosys has implemented a range of HR practices that aim
to promote employee engagement, satisfaction, and productivity.

Infosys has been at the forefront of adopting new HR technologies and practices. For
example, the company has implemented a cloud-based HR management system that allows
employees to access their HR records, update personal information, and submit leave requests
and other requests online. The company also uses predictive analytics to identify and address
potential HR issues before they become major problems. Infosys has also implemented a
range of wellness programs to promote the physical and mental well-being of its employees.

5
Infosys' HR practices have been widely recognized by industry experts and analysts. The
company has been ranked among the top employers in the world by numerous publications
and organizations, including Forbes, Glass door, and Great Place to Work. Infosys' innovative
HR practices have also helped it to attract and retain top talent from around the world.

Infosys Limited is a global leader in consulting, technology, and outsourcing solutions. With
a strong emphasis on employee satisfaction and development, the company has built a robust
HR department that focuses on attracting, retaining, and developing top talent. Infosys has
been recognized as one of the top employers in the world, with numerous accolades and
awards for its innovative HR practices.

The HR department at Infosys is responsible for managing the entire employee lifecycle,
from recruitment and selection to performance management and career development. The
company believes in creating a positive work environment that fosters creativity, innovation,
and collaboration. To achieve this, Infosys has implemented a range of HR practices that aim
to promote employee engagement, satisfaction, and productivity.

One of the key HR practices at Infosys is its focus on employee learning and development.
The company offers a range of training and development programs that help employees
acquire new skills and knowledge to stay competitive in a rapidly changing business
environment. Infosys also offers its employees opportunities for job rotations, international
assignments, and other growth opportunities.

Infosys also places a strong emphasis on employee engagement and well-being. The company
offers a range of benefits and wellness programs to promote the physical and mental well-
being of its employees. For example, Infosys has implemented a comprehensive employee
assistance program (EAP) that provides counselling and support to employees and their
families for a range of issues, including stress, anxiety, and depression.

Infosys has also adopted a range of innovative HR technologies to streamline its HR

processes and enhance employee experience. For example, the company has implemented an
AI-powered chatbot that can answer employee queries related to HR policies, benefits, and
other issues. The chatbot is available 24/7 and has helped Infosys to improve its HR service
delivery and enhance employee satisfaction.

Infosys' innovative HR practices have helped it to attract and retain top talent from around the
world. The company has been recognized as a top employer by numerous publications and
organizations, and its HR practices continue to evolve to meet the changing needs of its
employees and business environment.

6
 recognized as a leader in innovative HR practices, with numerous awards and accolades for
its efforts to attract, retain, and develop top talent.

The HR department at Infosys plays a critical role in creating a positive work environment
that fosters creativity, innovation, and collaboration. The company believes that investing in
its employees is key to its success, and its HR practices reflect this philosophy. Infosys has
implemented a range of HR practices that aim to promote employee engagement, satisfaction,
and productivity.

One of the key HR practices at Infosys is its focus on employee learning and development.
The company offers a range of training and development programs that help employees
acquire new skills and knowledge to stay competitive in a rapidly changing business
environment. Infosys also provides its employees with opportunities for job rotations,
international assignments, and other growth opportunities.

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."
 HISTORY:-

Infosys was founded in 1981 by a group of seven entrepreneurs led by Narayana Murthy, who
served as the company's CEO from its inception until 2002. The company initially provided
software development services to clients in the United States and Europe, with a focus on
mainframe programming and custom software development.

In the early 1990s, Infosys shifted its focus to the emerging field of client-server technology,
and began to build its reputation as a provider of high-quality, innovative software solutions.
The company also began to develop a reputation for its strong corporate culture, with a
commitment to excellence, innovation, and social responsibility.

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1.2 INTRODUCTION OF INFOSYS COMPANY:-

Infosys Limited is a global technology consulting and services company headquartered in

Bangalore, India. Founded in 1981 by a group of entrepreneurs led by Narayana Murthy,
Infosys has since grown to become one of the largest IT firms in the world, with a strong
focus on digital transformation and innovation.

Infosys provides end-to-end business solutions to clients in industries such as finance,

healthcare, retail, and manufacturing. Its services include consulting, system integration,
application development and maintenance, infrastructure management, and business process
outsourcing. The company has a presence in more than 45 countries and employs over
250,000 people worldwide.

Infosys has been recognized as a leader in the IT industry for its commitment to innovation
and excellence. The company has won numerous awards and accolades for its business
practices, including being named one of the World's Most Ethical Companies by Ethisphere
Institute for the 14th consecutive year in 2021. Infosys is also committed to sustainability and
social responsibility, with initiatives to reduce its carbon footprint and support education and
healthcare programs in underprivileged communities.

Infosys is renowned for its employee-centric culture and its commitment to diversity, equity,
and inclusion. The company has implemented a range of HR practices that aim to promote
employee engagement, satisfaction, and productivity. Infosys offers a range of training and
development programs to help employees acquire new skills and knowledge, and provides
opportunities for job rotations, international assignments, and other growth opportunities. The
company also places a strong emphasis on employee well-being, offering a range of benefits
and wellness programs to promote physical and mental health.

In addition, Infosys has a strong focus on innovation and digital transformation. The company
has established innovation centers in locations around the world, where employees
collaborate with clients and partners to develop cutting-edge solutions using emerging
technologies such as AI, blockchain, and the Internet of Things (IoT). Infosys also has a
strong commitment to sustainability, with initiatives to reduce its carbon footprint and
promote sustainable business practices.

Overall, Infosys is a leading global technology company that is committed to driving digital
transformation and innovation. With a strong focus on employee development and well-
being, as well as sustainability and social responsibility, Infosys is well-positioned to
continue its success in the rapidly evolving IT industry.

8
 Human Resource (HR) practices refer to the policies, programs, and systems that
organizations use to manage their employees. HR practices are designed to attract and retain
the best talent, ensure compliance with employment laws and regulations, and foster a
positive and productive work environment.

There are several key areas of HR practices, including recruitment and selection, training and
development, performance management, compensation and benefits, and employee relations.

Recruitment and selection: This involves attracting and hiring the best talent for the
organization. HR professionals use various methods to recruit candidates, including job
postings, social media, and employee referrals. Selection involves assessing candidates based
on their skills, experience, and cultural fit with the organization.

Training and development: This involves providing employees with the necessary skills and
knowledge to perform their job duties effectively. This can include on-the-job training,
mentoring, coaching, and formal training programs.

Performance management: This involves setting performance goals for employees, providing
feedback on their performance, and evaluating their progress. Performance management helps
employees understand their roles and responsibilities and provides them with opportunities to
grow and develop within the organization.

Compensation and benefits: This involves providing employees with fair and competitive
compensation packages and benefits, such as health insurance, retirement plans, and paid time
off. This helps to attract and retain top talent and ensures that employees are fairly
compensated for their work.

Employee relations: This involves creating a positive and supportive work environment
where employees feel valued and respected. This can include programs to promote work-life
balance, employee recognition programs, and initiatives to promote diversity and inclusion.

Overall, HR practices are critical to the success of any organization. By investing in their
employees and creating a positive work environment, organizations can attract.

 PRODUCT AND SERVICES: -

 PRODUCTS: -
 NIA: Infosys' artificial intelligence (AI) platform, which combines machine learning, natural
language processing, and cognitive computing to help organizations automate their business
processes and improve decision-making.
 Edge: Infosys' cloud-based, fully integrated business process management platform, which
helps organizations automate and streamline their workflows and processes.

9
 Panaya: A cloud-based testing and change management platform, which helps organizations
manage their software testing and quality assurance processes.
 SERVICES : -
 Consulting: Infosys offers a range of consulting services, including business and IT strategy
consulting, digital transformation consulting, and process optimization consulting.
 Technology services: Infosys offers a wide range of technology services, including
application development and maintenance, system integration, infrastructure management,
and testing and quality assurance services.
 Digital services: Infosys offers a range of digital services, including user experience design,
digital marketing, and data analytics.
 Business process outsourcing: Infosys provides a range of business process outsourcing
(BPO) services, including finance and accounting outsourcing, procurement outsourcing, and
human resources outsourcing
 Industry-specific services:-
 Infosys offers a range of industry-specific services, including healthcare IT solutions,
financial services technology solutions, and retail and consumer packaged goods IT solutions.
 Infosys also provides services for the manufacturing, energy, utilities, communications, and
media industries.
 Overall, Infosys offers a wide range of products and services, spanning consulting,
technology, digital, and BPO services. The company has a strong focus on digital
transformation and innovation, and its services are designed to help organizations across a
range of industries to optimize their processes, improve decision-making, and achieve their
business goals.
1.3 OBJECTIVES OF THE STUDY :-
1. To infuse new blood and improve knowledge base.
2. To accommodate development of human resources in the country.
3. To develop the employees competency and improve their work performance.
4. To understand the facilitate learning and continuous improvement.
5. To reduce the learning time of employees starting a new job or appointment or transfers and
becoming competent quickly.
6. To analyse the performance of the employee over a period of time.
7. To help the management stabilize organizational control.

10
 CHAPTER – 02

REVIEW OF LITERATURE

 2.1 REVIEW OF LITERATURE :-

1. Obeidat, B., Tawalbeh, H. F., Masa’deh, R., & Akour, M. (2019) Due to rising importance
of the human resource management and total quality management practices to develop a
competitive advantage and raise the ability to compete in the market place, organizations
must understand how to attract, retain, and motivate the skilled human resource. Also,
organization should be good at implementing total quality management soft dimensions, in
order to create competitive advantage over time. This purpose of this paper is to review the
literatures that have examined the effect of human resource management practices, total
quality management practices on competitive advantage.
2. Rana, Imran & Scholar, & Rehman, Ch. (2020) The study was conducted to determine the
mediating role of Quality Management Analytics (QMA) between selected Human Resource
Management (HRM) and Customer satisfaction in the service sector of Punjab, Pakistan. The
purpose of the quantitative study was to assess the association between HRM, QMA, and
Customer satisfaction in service sector organizations. Data was collected from 400 employees
working in six selected cities of the Punjab province. This study provided guidance to service
sector organizations of Punjab to implement the quality management analytics led human
resource management practices and know its impact on customer requirements service
satisfaction. The study revealed that human resource management practices when coupled
with quality management analytics support in enhancing the satisfaction of customers. It was
found that employees generally want to improve the quality of their services but limited
analytics resources are available to instantly analyze and guide on issues wherever required.
So, it was recommended to integrate quality management analytics practices with HRM cells
to improve the quality of services on a continual basis. The research study was limited to
service sector organizations operating in selected cities of one province. Future studies should
examine the status of other sectors in different regions of Pakistan. The sample size should be
increased as well so we can generalize the findings across Pakistan.
3. Almazrouei, S., & Dahalan, N. (2022). Both public and private organizations are facing
various challenges in the current environment due to range of complexities as exists in the
market. However, to achieve higher organizational performance, more attention is required
towards different tangible and intangible organizational resources along with strategic
capabilities. The purpose of this study is to examine the role of total quality management,
entrepreneurial orientation, and organizational excellence towards organizational
performance from the context of Dubai Police. Additionally, it also explores the mediating
11
 effect of talent management on the relationship between total quality management,
entrepreneurial orientation, organizational excellence, and organizational performance. A
sample of 453 valid responses through online survey questionnaire was collected and
analyzed. More specifically, descriptive statistics, correlational and demographic analyses
and both measurement model and structural model was assessed. The study findings through
measurement model confirm the reliability, validity, internal consistency, and discriminant
validity of the latent constructs. Finally, the findings through PLS-SEM approach confirms
that direct and significant relationship between total quality management, entrepreneurial
orientation, organizational excellence, and organizational performance, respectively. The
testing of mediating effect confirms that talent management significantly mediates the
relationship between TQM-OP, between EO-OP, and between OE-OP, accordingly. The
study findings would be of great support to various policy makers specifically in the Dubai
Police.
4. Srinivasaiah, R., Renuka, S. D., & Nanjundeswaraswamy, T. S. (2021). Purpose The
present study analyzes the research articles linking quality management practices (QMP) and
quality of work life (QWL). The investigation leads toward the formulation of the hypothesis
and developing a conceptual framework of QMP and QWL. Design/methodology/approach
The study uses a systematic literature review to explore the relationship between QMP and
QWL using the Scopus, Web of Science, PubMed, Eric, IEEE Xplore, Science Direct,
Directory of Open Access Journals (DOAJ), and Google Scholar database and identifies
critical factors of QMP and QWL using Pareto analysis. Further study proposes a conceptual
framework of articles linking QMP and QWL. Findings A thorough review of the literature
identifies three different categories of research articles: “factor identification” articles, “QMP
implementation” articles, “scale development” articles, and “influence of QMP on various
organizational and employees-related factors” articles. Many studies have attempted to study
the relationship and influence of QMP on employee-related factors but not by considering
them holistically, thus, underlining the significant gap in the QMP and HRM literature.
Research limitations/implications To review the literature on QMP and QWL, only a handful
of databases were reviewed. Further, the proposed conceptual model is based on the QMP
and QWL/HRM literature review, and it is not empirically validated. Further research can be
considered to test and validate the proposed conceptual framework empirically. Practical
implications This study highlights a gap in the existing research studies and an incomplete
consideration of employees' aspects of QWL. Researchers and organizations are advised to
adopt a broader view while assessing QMP implementation's influence on employees.
Originality/value This study uses a systematic literature review and Pareto analysis to find the
critical factors of QMP and QWL, thus providing a new research avenue for researchers,

12
 quality experts and human resource managers to consider all the aspects of employees, that is,
QWL of employees, to understand the influence of QMP on employees to achieve firm
success.
5. Akther, Naznin & Mamun, Abdullah & Azad, Md. Abul Kalam & Sorwar, Golam.
(2022). This study reviews Human Resource Management (HRM) literature by adopting a
hybrid research approach-bibliometric analaysis and content analysis-on 1802 documents
from the Scopus database. Results from the bibliometric analysis shows HRM research
presence in the areas of data sciences, information technology, and organizational behaviour.
A content analysis of 100 articles exploresd five different streams of HRM literature: (1)
safety issues, (2) HRM technology, (3) business model and HRM, (4) information and
knowledge management, and (5) HRM and teamwork. This study works as a lens focusing on
the construction of practical issues and concepts in HRM literature. This study also provides a
useful synopsis outlook of the entire HRM literature to date and identifies potential areas for
future research.
6. Sharifa K. Mousa, Mohammed Othman, (2020) the impact of green human resource
management practices on sustainable performance in healthcare organisations: A conceptual
framework over the past few years, organisations have faced pressure from stakeholders to
adopt environmentally friendly business practices, where it is becoming critical to identify
green practices that boost. Despite green human resource management receiving significant
interest from scholars, studies related to green practices remain limited, and are still emerging
in a developing countries context. This paper aims to assess the level of implementation of
green human resource management practices in Palestinian healthcare organisations, and their
impact on sustainable performance in this important service sector. A mixed research
approach was adopted by conducting 14 semi-structured interviews with human resource
managers, operational managers, and chief executive officers within a range of areas in the
healthcare sector in the West Bank. A survey was used as a quantitative tool for data
collection from 69 respondents who have been using green human resource management
practices at different managerial levels. Partial least squares structural equation modelling
was used for data analyses. The findings revealed that green human resource management
practices were implemented at a moderate level, where the overall mean of implementation
was 2.42 on a scale of 5. Moreover, sustainable performance was achieved at a high level,
3.42 on a scale of 5. Identification and prioritisation of green practices were applied, where
the most influential practices were ‘green hiring’, and ‘green training and involvement’; the
least influential green practice was ‘green performance management and compensation’. In
addition, the path coefficients test revealed that green human resource management practices
had a positive influence on sustainable performance, where environmental had the highest

13
 path coefficient of β = 0.478; the lowest impact from social performance measured β = 0.372.
This study provides scholars with a better understanding of green human resource
management practices in a developing countries context, with empirical evidence of the role
of green human resource management practices, in a bid to enhance employee behaviour
towards sustainable performance. A framework was developed to provide policy makers with
set guidelines on how to influence and implement green human resource management
practices for maximised sustainable performance.
7. Singh, G., & Singh, P. (2019) the study examines the human resource management practices
at Infosys, one of the leading IT companies in India. The study uses a survey approach to
collect data from 160 employees working in different departments of Infosys. The results of
the study reveal that the company has a strong HRM system in place that focuses on
employee empowerment, training and development, performance management, and work-life
balance. The study finds that Infosys provides adequate training and development
opportunities to its employees, which helps in enhancing their skills and competencies.
Moreover, the company has a performance-based culture that motivates employees to
perform better and rewards them accordingly. Additionally, the study suggests that Infosys
promotes a healthy work-life balance for its employees, which helps in reducing work-related
stress and improving overall well-being. Overall, the study concludes that the HRM practices
at Infosys are aligned with the company's vision and mission, and contribute to its success
and growth.
8. Nambiar, A., & Bhat, R. (2019). The study by Nambiar and Bhat (2019) investigates the
impact of human resource practices on employee retention in Infosys Technologies Limited.
The study uses a survey method to collect data from 125 employees of the company, and the
data is analyzed using descriptive and inferential statistics. The results of the study reveal that
the human resource practices such as training and development, performance appraisal,
compensation, and benefits have a positive impact on employee retention in Infosys. The
study also finds that job satisfaction acts as a mediator between human resource practices and
employee retention. The findings of the study suggest that the implementation of effective
human resource practices can enhance employee retention in organizations. The study
concludes that Infosys needs to continue focusing on developing and implementing
employee-friendly HR practices to improve employee retention and reduce employee
turnover in the organization.
9. Bhattacherjee, A., Chakraborty, A., & Manna, M. (2018). The study aimed to investigate
the impact of human resource practices on employee retention in the Indian IT sector, with a
specific focus on Infosys. The study adopted a case study approach and collected data from
120 employees of Infosys using a structured questionnaire. The study found that human

14
 resource practices such as training and development, performance appraisal, and work-life
balance significantly influence employee retention in Infosys. Additionally, the study found
that employees who perceive that their organization supports their personal and professional
growth are more likely to stay in the organization. The study concludes that Infosys should
continue to invest in human resource practices that enhance employee retention and reduce
turnover.
10. Gupta, A., & Arora, S. (2018). The study conducted by Gupta and Arora (2018) aims to
explore the various employee engagement practices in Infosys. The study is based on primary
data collected through a survey questionnaire from 150 employees of Infosys. The results of
the study indicate that employee engagement practices such as flexible work hours, employee
recognition, and job security have a significant positive impact on employee engagement
levels. The study also reveals that training and development programs have a positive impact
on employee engagement. The study concludes that employee engagement practices play a
crucial role in enhancing the commitment, motivation, and performance of employees, which
in turn has a positive impact on the organization's overall performance.
11. Jha, S., Manjari, R., & Kulkarni, S. (2018) in their study, Jha, Manjari, and Kulkarni
(2018) examined the human resource practices in the Indian IT industry with Infosys as a case
study. The study found that Infosys had a well-established human resource department and
effective practices in recruitment, selection, training, and development of employees. The
study also highlighted the company's approach to performance appraisal, compensation, and
employee engagement. The researchers concluded that Infosys had a strong focus on
employee development and retention, which contributed to the company's success.
12. Venkatesan, S., & Balaji, M. (2017) This study examines the role of HR practices in
achieving organizational goals at Infosys, with a focus on recruitment and selection, training
and development, and performance appraisal. The study finds that these practices have a
positive impact on employee motivation and job satisfaction, and ultimately contribute to
achieving organizational goals. The study conducted by Venkatesan and Balaji (2017) aimed
to investigate the role of human resource (HR) practices in achieving organizational goals in
Infosys. The researchers used a descriptive research design, and the data were collected
through a structured questionnaire from 200 employees in the organization. The study found
that HR practices such as performance appraisal, training and development, and
compensation and benefits had a significant positive impact on organizational goals,
including employee satisfaction, motivation, and retention. Additionally, the study
highlighted that the HR department at Infosys needs to continuously align its practices with
the organization's strategic goals to achieve long-term success. Overall, the study concluded

15
 that effective HR practices are essential for achieving organizational goals, and Infosys needs
to continuously review and improve its HR practices to remain competitive in the industry.
13. Khandelwal, N., & Kaur, M. (2017). This study focuses on the training and development
practices of Infosys, examining the various programs and initiatives that the company offers
to its employees. The study finds that these practices have a positive impact on employee
performance and help to attract and retain talented employees. The study conducted by
Khandelwal and Kaur (2017) aimed to examine the training and development practices of
Infosys, an Indian multinational corporation that provides business consulting, information
technology, and outsourcing services. The study used a survey method to gather data from
120 employees working in Infosys. The findings of the study revealed that the company has a
well-structured training and development program in place, and it gives importance to the
continuous learning of its employees. The study found that Infosys focuses on various aspects
of employee training and development, such as technical, functional, and behavioral skills.
Additionally, the study also revealed that the company uses different methods of training,
such as classroom training, e-learning, and on-the-job training. The study concluded that
training and development practices of Infosys have a positive impact on employee
performance and ultimately on organizational growth.
14. Saha, S., & Kumar, A. (2018). This study examines employee engagement and retention in
the IT industry, with a focus on Infosys. The study finds that the company's HR practices,
particularly those related to employee engagement, have a positive impact on employee
retention. The study by Saha and Kumar (2018) explores the relationship between employee
engagement and retention in the IT industry, with a particular focus on Infosys. The
researchers conducted a survey of 150 employees from Infosys, using a structured
questionnaire to collect data on their levels of engagement and satisfaction with various
aspects of their job, as well as their intentions to leave the company. The results indicate that
there is a significant positive relationship between employee engagement and retention,
suggesting that companies like Infosys should prioritize strategies that promote employee
engagement in order to retain their workforce. The study also identifies specific factors that
contribute to employee engagement, including job satisfaction, work-life balance, and career
growth opportunities. Overall, the study suggests that companies like Infosys can improve
their retention rates by focusing on employee engagement and implementing strategies that
address the specific needs and preferences of their workforce.
15. Chaturvedi, S., & Srivastava, S. (2019). This study examines talent management practices
in Infosys, including recruitment and selection, training and development, performance
appraisal, and compensation and benefits. The study finds that these practices are effective in
attracting and retaining talented employees, and contribute to the company's overall success.

16
 The study conducted by Chaturvedi and Srivastava (2019) examines the talent management
practices of Infosys. The study adopts a qualitative approach and uses semi-structured
interviews to gather data from a sample of 30 employees across various departments of the
organization. The study found that Infosys has implemented various talent management
practices, including competency mapping, career development, talent identification, and
succession planning. The study also found that the organization places significant importance
on employee training and development, which is essential for enhancing employee
performance and retention. The study concludes that the talent management practices
implemented by Infosys are comprehensive and well-structured, which contributes
significantly to the organization's success in attracting and retaining talented employees.
16. Sinha, R., & Roy, S. (2020). This study examines the impact of HR practices on employee
satisfaction and organizational commitment at Infosys. The study finds that HR practices such
as training and development, performance appraisal, and compensation and benefits have a
positive impact on employee satisfaction and organizational commitment. The study by Sinha
and Roy (2020) aimed to investigate the impact of HR practices on employee satisfaction and
organizational commitment at Infosys. The study collected data from 200 employees using a
structured questionnaire and analyzed the data using regression analysis. The results indicated
that HR practices such as compensation and benefits, training and development, performance
appraisal, and employee recognition significantly impact employee satisfaction and
organizational commitment. The study also revealed that employee satisfaction mediates the
relationship between HR practices and organizational commitment. The findings of the study
suggest that implementing effective HR practices can enhance employee satisfaction and
organizational commitment in organizations.
17. Chandrakar, R., & Tiwari, P. (2021). In the study by Chandrakar and Tiwari (2021), the
authors investigate the impact of human resource (HR) practices on employee engagement in
the context of Infosys. The study uses a survey method to collect data from 200 employees of
Infosys working in different departments. The results show that HR practices such as
performance appraisal, training and development, compensation and benefits, and work-life
balance have a significant positive impact on employee engagement. The study also reveals
that HR practices related to employee recognition and rewards have the strongest impact on
employee engagement. Overall, the study suggests that Infosys should focus on improving its
HR practices to enhance employee engagement, which can ultimately lead to better
organizational outcomes.
18. Goyal, R., & Goyal, N. (2021). The study conducted by Goyal and Goyal (2021) aimed to
explore the performance appraisal practices at Infosys. The authors used a survey method to
collect data from 100 employees of Infosys, and the collected data were analyzed using

17
 descriptive statistics. The study found that performance appraisal practices at Infosys were
fair and objective and the company had implemented various innovative tools and techniques
to make the appraisal process more effective. The authors also found that employees'
involvement and participation in the appraisal process were high, which led to increased job
satisfaction and motivation. However, the study also highlighted some areas of improvement,
such as the need for better communication and feedback mechanisms, more transparency in
the appraisal process, and increased focus on employee development and career growth.
Overall, the study provides insights into the performance appraisal practices at Infosys and
suggests areas of improvement for the company to enhance employee engagement and
performance.
19. Jain, S., & Singh, S. (2019). The study conducted by Jain and Singh (2019) aimed to
investigate the impact of work-life balance policies on employee retention in Infosys, an
Indian multinational corporation providing business consulting, information technology, and
outsourcing services. The authors surveyed 100 employees of Infosys using a questionnaire to
collect data on their perceptions of work-life balance policies and their intention to stay with
the company. The study found that work-life balance policies significantly influenced
employee retention in Infosys, and employees who perceived a good work-life balance were
more likely to stay with the company. The study suggested that Infosys should continue to
improve its work-life balance policies to retain its employees and improve their well-being.
20. Jassal, R., & Kaur, M. (2017). The study conducted by Jassal and Kaur (2017) aimed to
examine the employee benefits and compensation practices at Infosys. The study employed a
survey method to collect data from 150 employees of Infosys. The findings of the study
revealed that the majority of the employees were satisfied with the compensation practices of
Infosys. The study also found that benefits such as health insurance, paid time off, and
retirement benefits were considered important by the employees. The study concluded that
Infosys's employee benefits and compensation practices were effective in retaining and
motivating employees. The authors conducted a survey of 100 employees at Infosys and
found that the majority of the employees were satisfied with the benefits and compensation
provided by the company. The study revealed that the company provides a wide range of
benefits and compensation to its employees, including health insurance, retirement plans,
performance-based incentives, and bonuses. Additionally, the study found that the employees
perceived the company's compensation system to be fair and just, and this played a significant
role in their job satisfaction and retention. The authors suggest that Infosys should continue to
offer competitive compensation packages and employee benefits to retain and attract talented
employees in a highly competitive market.

18
21. Kulkarni, N., & Kulkarni, S. (2018). The study conducted by Kulkarni and Kulkarni (2018)
aimed to examine the diversity and inclusion practices in Infosys, one of the leading IT
companies in India. The researchers used a survey method to collect data from 200 employees
of Infosys. The study found that Infosys has implemented various diversity and inclusion
practices such as the recruitment of employees from diverse backgrounds, providing training
and development opportunities for employees, creating an inclusive work environment, and
promoting diversity in leadership positions. The study concludes that the diversity and
inclusion practices in Infosys have a positive impact on the job satisfaction, commitment, and
retention of employees.
22. Sharma, A., & Saxena, M. (2018). The study by Sharma and Saxena (2018) aimed to
explore the knowledge management practices implemented by Infosys. The researchers used
a mixed-method approach, collecting data through a survey and interviews with employees.
The study found that Infosys had implemented several knowledge management practices,
including the use of technology platforms, knowledge sharing, and learning initiatives. The
researchers concluded that these practices have positively impacted the employees'
knowledge and skills, and they recommended that the company should continue to invest in
knowledge management initiatives to improve the quality of their services and maintain their
competitive edge.
23. Krishnan, R., & Thomas, S. (2019). The study by Krishnan and Thomas (2019) aimed to
investigate the impact of knowledge management practices on the organizational performance
of Infosys. The researchers used a descriptive research design and a structured questionnaire
to collect data from 250 employees of Infosys. The study found that knowledge management
practices significantly influence the organizational performance of Infosys. Specifically, the
study found that the implementation of knowledge management practices such as knowledge
sharing, knowledge transfer, and knowledge creation had a positive impact on the
organizational performance of Infosys. The study concludes that knowledge management
practices are critical for enhancing the organizational performance of Infosys, and the
company needs to continue investing in knowledge management initiatives to maintain its
competitive edge.
24. Sharma, R., & Yadav, A. (2018). The study conducted by Sharma and Yadav (2018)
examines the recruitment and selection practices of Infosys. The authors explore the
recruitment process of Infosys, which includes sourcing, screening, interviewing, and
selection. The study found that Infosys has a well-structured and efficient recruitment process
that is designed to attract and select the best candidates for the organization. The authors also
highlight the importance of the recruitment process in ensuring a strong organizational culture

19
 and recommend that Infosys should continue to invest in its recruitment and selection
practices to ensure the continued success of the organization.
25. Adhikari, M., & Naik, P. (2019). The article focuses on analyzing the corporate social
responsibility (CSR) practices of Infosys, one of the leading IT companies in India. The
authors conducted a literature review of CSR practices, and then analyzed Infosys' annual
CSR reports and other publicly available information to evaluate its CSR practices. The study
found that Infosys has implemented several CSR initiatives in the areas of education,
healthcare, environment, and community development. The authors noted that Infosys' CSR
activities are aligned with its business strategy and values, and that the company has taken a
proactive approach to CSR by establishing a dedicated CSR wing and setting specific targets
for its CSR initiatives. The study suggests that Infosys' CSR practices have a positive impact
on its reputation, employee morale, and stakeholder engagement.
26. Singh, S., & Singh, D. (2018). The study aimed to explore the impact of leadership styles on
employee motivation in Infosys, with a focus on transformational, transactional, and laissez-
faire leadership styles. The researchers used a survey method to collect data from 150
employees of Infosys, and the data was analyzed using regression analysis. The results
showed that transformational leadership has a positive impact on employee motivation,
whereas transactional and laissez-faire leadership styles had no significant impact. The study
concludes that organizations should focus on developing and promoting transformational
leaders to improve employee motivation and overall organizational performance.

20
 CHAPTER - 3

PROJECT PROFILE

 3.1 ABOUT HR & INFOSYS COMPANY:-

Human Resource Management (HRM) is a crucial function within organizations

that focuses on managing and optimizing the most valuable asset of any organization: its
people. HRM encompasses a wide range of activities and practices that are designed to
attract, develop, motivate, and retain employees, while also ensuring their well-being and
alignment with organizational goals.

The primary objective of HRM is to create a positive work environment that enables
employees to contribute their best efforts towards achieving organizational objectives. This
involves various strategic and operational functions, including workforce planning,
recruitment and selection, training and development, performance management,
compensation and benefits, employee relations, and employee engagement.

HRM plays a vital role in aligning the human capital of an organization with its overall
strategy and goals. By developing and implementing effective HR policies and practices, HR
professionals strive to ensure that the right people with the right skills are in the right
positions at the right time. This includes identifying talent, providing them with appropriate
training and development opportunities, and rewarding and recognizing their contributions.

Furthermore, HRM is responsible for fostering a positive and inclusive work culture that
promotes employee well-being, diversity, and equal opportunities. It involves managing
employee relations, resolving conflicts, and addressing employee concerns to maintain a
harmonious and productive work environment.

21
 Human Resource Management (HRM) is an essential function within organizations that
encompasses a wide range of responsibilities and activities.

1. Strategic Role: HRM plays a strategic role in organizations by aligning human capital with
business objectives. It involves developing HR strategies and policies that support the overall
organizational strategy, ensuring that the workforce is equipped with the necessary skills and
competencies to achieve organizational goals.

2. Workforce Planning: HRM involves analyzing the current and future workforce needs of the
organization. This includes conducting workforce assessments, identifying skill gaps, and
developing plans to recruit, develop, and retain employees.

3. Recruitment and Selection: HRM is responsible for attracting and selecting the right
candidates for job positions. This includes job analysis, creating job descriptions and
specifications, advertising job openings, conducting interviews and assessments, and making
final hiring decisions.

4. Training and Development: HRM facilitates the learning and development of employees to
enhance their skills and knowledge. This includes conducting training needs assessments,
designing and delivering training programs, implementing career development initiatives, and
providing opportunities for continuous learning.

5. Performance Management: HRM establishes performance management systems to monitor

and evaluate employee performance. This involves setting performance goals, conducting
performance appraisals, providing feedback and coaching, and recognizing and rewarding
high performance.

6. Compensation and Benefits: HRM is responsible for designing and administering

compensation and benefits programs. This includes establishing salary structures,
administering employee benefits packages, managing payroll, and ensuring compliance with
legal and regulatory requirements.

7. Employee Relations: HRM oversees employee relations to maintain a positive work

environment. This includes promoting effective communication, resolving conflicts,
addressing employee grievances, and fostering a culture of fairness and respect.

8. Employee Engagement: HRM focuses on fostering employee engagement and motivation.

This involves creating initiatives to enhance employee satisfaction, promoting work-life
balance, and recognizing and rewarding employee contributions.

22
9. Legal Compliance: HRM ensures compliance with labor laws, regulations, and employment
standards. This includes managing employee contracts, maintaining personnel records, and
staying updated on legal requirements related to employment practices.

10. HR Analytics: HRM leverages data and analytics to make informed decisions and improve
HR practices. This includes analyzing HR metrics, such as turnover rates, employee
satisfaction, and training effectiveness, to identify trends and drive data-driven decision-
making.

These are just some of the key aspects of HRM. The field of HRM is dynamic and
continuously evolving, adapting to changing organizational needs and the broader external
environment to effectively manage and develop human resources within organizations.

 IMPORTANCE OF HR:-

1. Employee Recruitment: HRM involves developing recruitment strategies, sourcing

candidates through various channels (such as job portals, social media, and referrals),
screening resumes, conducting interviews, and selecting the most suitable candidates for job
positions.

2. Onboarding and Orientation: HRM ensures smooth onboarding and orientation processes for
new employees. This includes providing necessary information about the organization, its
policies and procedures, introducing them to their teams and colleagues, and facilitating their
integration into the organization's culture.

3. Employee Engagement Surveys: HRM conducts employee engagement surveys to measure

employee satisfaction, motivation, and commitment to the organization. These surveys help
identify areas for improvement and implement strategies to enhance employee engagement.

4. Talent Development: HRM focuses on identifying and developing talent within the
organization. This includes creating career development programs, providing training and
mentoring opportunities, and offering growth paths for employees to enhance their skills and
progress in their careers.

5. Succession Planning: HRM plans for the future by identifying and developing potential
leaders within the organization. Succession planning involves assessing the skills and
competencies required for key positions, identifying high-potential employees, and grooming
them for future leadership roles.

6. Performance Appraisal Systems: HRM designs and implements performance appraisal

systems to evaluate employee performance. This includes setting performance goals,

23
 providing regular feedback, conducting performance reviews, and linking performance to
rewards and recognition.

7. Employee Benefits and Wellness: HRM manages employee benefits programs, such as health
insurance, retirement plans, and leave policies. Additionally, HRM promotes employee
wellness initiatives, such as wellness programs, flexible work arrangements, and work-life
balance policies.

8. Diversity and Inclusion: HRM promotes diversity and inclusion within the organization. This
involves creating inclusive policies and practices, fostering a diverse workforce, and
promoting equal opportunities for all employees.

9. Employee Retention: HRM focuses on employee retention strategies to reduce turnover and
retain top talent. This includes implementing retention programs, conducting exit interviews
to gather feedback, and addressing any issues or concerns raised by employees.

10. HR Technology: HRM leverages technology solutions, such as HR information systems,

applicant tracking systems, and performance management tools, to streamline HR processes,
improve data accuracy, and enhance efficiency in managing HR operations.

 PROFILE OF HR:-

1. HR Generalist: An HR Generalist is responsible for various HR activities across the

organization. They handle a wide range of tasks, including recruitment, onboarding,
employee relations, performance management, compensation and benefits administration,
policy implementation, employee engagement, and compliance with employment laws and
regulations. They serve as a point of contact for employees and managers, addressing their
HR-related queries and concerns.

2. Recruitment Specialist: A Recruitment Specialist focuses primarily on talent acquisition.

They are responsible for developing recruitment strategies, sourcing candidates, conducting
interviews, coordinating the hiring process, and selecting the best-fit candidates for job
positions. They collaborate with hiring managers to understand their staffing needs and
ensure a smooth recruitment process.

3. Training and Development Specialist: A Training and Development Specialist is

responsible for designing and delivering training programs to enhance the skills and
knowledge of employees. They assess training needs, develop training materials, conduct
training sessions, and evaluate the effectiveness of training initiatives. They may also
coordinate employee development programs, mentorship programs, and career development
opportunities.

24
4. Compensation and Benefits Specialist: A Compensation and Benefits Specialist focus on
designing and administering compensation and benefits programs. They conduct salary
surveys, analyze market trends, develop salary structures, manage employee benefits
programs, ensure compliance with compensation laws and regulations, and handle employee
inquiries related to compensation and benefits.

5. Employee Relations Specialist: An Employee Relations Specialist focuses on fostering

positive employee relations and maintaining a harmonious work environment. They handle
employee grievances, mediate conflicts, and conduct investigations into employee complaints
or misconduct. They also provide guidance on company policies and procedures, promote
employee engagement initiatives, and help foster a culture of open communication and
collaboration.

6. HR Business Partner: An HR Business Partner works closely with business leaders and
managers to align HR strategies with organizational goals. They serve as a strategic partner,
providing HR expertise and guidance on various people-related matters. They collaborate
with business stakeholders to identify HR needs, develop workforce plans, implement talent
management strategies, and drive organizational change initiatives.

7. HR Analytics Specialist: An HR Analytics Specialist utilizes data and analytics to derive

insights and make informed HR decisions. They collect and analyze HR data, develop metrics
and dashboards, and provide reports to support workforce planning, talent acquisition,
performance management, and employee engagement. They use data-driven insights to
identify trends, forecast future HR needs, and drive continuous improvement in HR practices.

25
 THE WORKING OF HR DONE IN INFOSYS ORGANIZATION:-
1. Workforce Planning: HR professionals collaborate with business leaders to understand the
organization's current and future workforce needs. They analyze data, identify skill gaps, and
develop workforce plans to ensure the right people are in the right positions at the right time.
2. Recruitment and Selection: HR professionals develop recruitment strategies, create job
postings, and attract qualified candidates through various channels. They screen resumes,
conduct interviews, and assess candidates' qualifications and fit for the organization. Once
selected, they extend job offers and manage the onboarding process for new hires.
3. Onboarding and Orientation: HR facilitates the smooth transition of new employees into
the organization. They provide orientation sessions to familiarize new hires with the company
culture, policies, procedures, and expectations. They also handle administrative tasks such as
completing paperwork, setting up employee profiles, and arranging necessary training.
4. Employee Engagement: HR plays a crucial role in promoting employee engagement and
satisfaction. They develop and implement programs and initiatives to foster a positive work
environment, enhance communication, and support employee well-being. This may include
organizing team-building activities, recognition programs, wellness initiatives, and employee
feedback mechanisms.
5. Performance Management: HR professionals oversee the performance management
process. They collaborate with managers to set performance goals, provide feedback and
coaching, conduct performance evaluations, and facilitate performance improvement plans if

26
 necessary. They also administer reward and recognition programs based on performance
outcomes.
6. Training and Development: HR identifies training needs and develops or sources training
programs to enhance employees' skills and knowledge. They coordinate training sessions,
workshops, and seminars to support employee growth and development. They may also
provide opportunities for career advancement through mentoring programs, succession
planning, and individual development plans.
7. Employee Relations: HR handles employee relations matters, including conflict resolution,
grievance handling, and disciplinary actions. They ensure compliance with employment laws
and regulations and maintain open lines of communication between employees and
management. HR professionals act as a resource for employees, addressing their concerns and
providing guidance on policies and procedures.
8. Compensation and Benefits Administration: HR manages compensation and benefits
programs, ensuring competitive and fair compensation structures. They administer payroll,
manage employee benefits such as health insurance, retirement plans, and leave policies.
They also keep up-to-date with market trends and benchmarking to ensure the organization
remains competitive in attracting and retaining talent.
9. HR Information Systems: HR utilizes technology and HR information systems (HRIS) to
manage employee data, track HR processes, and generate reports. They maintain employee
records, track attendance, manage leave applications, and ensure data security and
confidentiality.
10. Compliance and Legal Matters: HR professionals ensure compliance with employment
laws, regulations, and company policies. They stay updated on labor laws, employment
contracts, workplace safety, and other legal requirements. They also handle employee-related
legal issues, collaborate with legal counsel when necessary, and maintain employee privacy
and confidentiality.
 WORK CULTURE IN INFOSYS:-
Infosys Pvt Ltd is good working culture company which provide good activities and section
For their employee provides better opportunities for developing employees for their careers
That work culture in Infosys are stated below:-
1. Innovation and Creativity: Infosys encourages its employees to think creatively and innovate
in their work. The company values new ideas and provides a supportive environment for
employees to explore and implement innovative solutions for client challenges. They promote
a culture of experimentation and learning from failures.
2. Collaboration and Teamwork: Collaboration is highly valued at Infosys. The company
emphasizes teamwork and encourages employees to work together across functions and

27
 geographies to deliver high-quality solutions to clients. Teams are often diverse, comprising
individuals with different skills and expertise, fostering a culture of learning and cross-
functional collaboration.
3. Learning and Development: Infosys places a strong emphasis on learning and development.
The company provides numerous opportunities for employees to enhance their skills and stay
updated with the latest technologies and industry trends. Learning programs, both formal and
informal, are designed to support career growth and ensure continuous professional
development.
4. Ethical Conduct and Integrity: Infosys upholds high ethical standards and expects its
employees to act with integrity in all aspects of their work. The company has a strong
commitment to business ethics, transparency, and corporate governance. Employees are
expected to adhere to the company's code of conduct and maintain confidentiality.
5. Customer-Centric Approach: Infosys has a strong customer-centric culture. Employees are
encouraged to understand client needs and deliver solutions that exceed expectations. The
company fosters a customer-focused mindset and emphasizes building long-term
relationships with clients based on trust and delivering value.

6. Diversity and Inclusion: Infosys recognizes the importance of diversity and inclusion in
fostering innovation and driving business success. The company promotes an inclusive work
environment where individuals from diverse backgrounds can thrive. They value different
perspectives and strive to create a culture that respects and values diversity in all its forms.

28
7. Work-Life Balance: Infosys places importance on maintaining a healthy work-life balance for
its employees. The company encourages flexible work arrangements and provides support
programs and policies that promote employee well-being. Work-life balance is seen as crucial
for employee productivity and overall satisfaction.
8. Employee Recognition and Rewards: Infosys acknowledges and appreciates employee
contributions through various recognition and reward programs. High-performing individuals
and teams are recognized for their achievements and are provided with opportunities for
growth and advancement. The company believes in celebrating success and fostering a
culture of appreciation.
9. Sustainability and Corporate Social Responsibility: Infosys is committed to sustainable
practices and corporate social responsibility. The company actively engages in initiatives
focused on environmental sustainability, community development, and social causes.
Employees are encouraged to participate in volunteering activities and contribute to the
betterment of society.

1. Leadership and Empowerment: Infosys promotes a culture of leadership and empowerment.

Employees are given opportunities to take ownership of their work, make decisions, and drive
initiatives. Leadership development programs are in place to nurture future leaders and
provide them with the necessary skills and support.
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2. Employee Engagement: Infosys places a strong emphasis on employee engagement. The
company organizes various activities and initiatives to foster a sense of belonging and create
a positive work environment. Employee engagement surveys, feedback mechanisms, and
regular communication channels are utilized to listen to employee voices and address their
concerns.
3. Knowledge Sharing and Collaboration: Infosys values knowledge sharing and collaboration
among its employees. The company has knowledge management systems, internal
collaboration platforms, and communities of practice to facilitate the sharing of ideas, best
practices, and lessons learned. Employees are encouraged to learn from each other and
contribute to the collective knowledge of the organization.
4. Performance-driven Culture: Infosys has a performance-driven culture where individual and
team performance is recognized and rewarded. The company sets clear performance
expectations, provides regular feedback and coaching, and conducts performance evaluations
to assess employee contributions. High performers are given opportunities for advancement
and career growth.
5. Agility and Adaptability: Infosys operates in a dynamic and rapidly changing business
environment. The company values agility and adaptability in its workforce. Employees are
encouraged to embrace change, be flexible in their approach, and proactively adapt to new
technologies and market demands.
6. Employee Well-being: Infosys prioritizes employee well-being and provides support systems
to address the physical, mental, and emotional needs of its workforce. Employee assistance
programs, health and wellness initiatives, and work-life balance policies are in place to
promote employee well-being and work-life integration.
7. Continuous Improvement: Infosys has a culture of continuous improvement. The company
encourages employees to seek opportunities for process optimization, quality enhancement,
and innovation. Employee suggestions and feedback are welcomed, and initiatives are
implemented to drive efficiency and effectiveness.
8. Global Mindset: As a global organization, Infosys embraces a global mindset in its work
culture. Employees from diverse backgrounds and locations collaborate on projects and
leverage their global perspectives. The company promotes cultural sensitivity, understanding
of different business environments, and effective communication across borders.
9. Ethical Practices: Infosys upholds high ethical standards and expects employees to adhere to
ethical practices in their work. The company has a strong commitment to integrity,
compliance with laws and regulations, and responsible business conduct.

30
 Infosys is a global technology consulting and services company, and its human resources
(HR) function plays a crucial role in adding value to the organization. While specific data on
HR value in Infosys may not be readily available, here are some ways in which the HR
department contributes to the overall value of the company.

1. Talent Acquisition and Management: Infosys HR focuses on attracting, recruiting, and

retaining top talent. They develop strategies to identify and hire skilled professionals, ensure a
smooth onboarding process, and provide ongoing support for employee development and
career progression.
2. Learning and Development: Infosys invests in employee training and development programs
to enhance skills and knowledge. HR coordinates and provides access to various learning
opportunities, including online training modules, workshops, and leadership development
programs.
3. Employee Engagement: Infosys recognizes the importance of employee engagement and
creates initiatives to foster a positive work culture. HR implements programs to enhance
employee satisfaction, conducts engagement surveys, and develops strategies to address
employee feedback and concerns.
4. Performance Management: Infosys HR establishes performance management systems to set
clear performance expectations, provide regular feedback, and align individual goals with
organizational objectives. They facilitate performance evaluations, promotions, and career
growth opportunities.
5. Compensation and Benefits: HR ensures competitive and fair compensation and benefits
packages for Infosys employees. They conduct market research to determine appropriate
salary structures, administer performance-based incentives, and provide comprehensive
benefits such as healthcare, retirement plans, and employee wellness programs.
6. Diversity and Inclusion: Infosys values diversity and inclusion and promotes an inclusive
work environment. HR develops policies and initiatives to foster diversity, equity, and
inclusion, and works towards creating a culture that respects and values individuals from
diverse backgrounds.
7. Employee Relations: HR in Infosys handles employee relations matters and ensures adherence
to labor laws and regulations. They address employee grievances, facilitate open
communication channels, and provide guidance on policies and procedures.
8. Change Management: Infosys HR supports organizational change initiatives by helping
employees navigate through transitions. They communicate changes effectively, provide
training and resources to manage the transition, and ensure employee morale and productivity
during times of change.

31
1. Strategic Workforce Planning: HR plays a critical role in aligning the company's workforce
with its strategic goals. By analyzing current and future business needs, HR helps identify the
right talent, skills, and capabilities required to drive the organization's success.
2. Talent Development and Succession Planning: HR invests in developing employees' skills
and capabilities through training programs, leadership development initiatives, and career
progression opportunities. This ensures a pipeline of skilled talent and enables the company
to fill key roles internally.
3. Employee Engagement and Retention: HR focuses on creating a positive work environment
and fostering employee engagement. This includes initiatives such as employee recognition
programs, work-life balance initiatives, and opportunities for career growth. By nurturing a
motivated and committed workforce, HR helps increase employee retention and productivity.
4. Performance Management and Rewards: HR designs and implements performance
management systems to set performance expectations, provide regular feedback, and
recognize and reward high-performing employees. This promotes a culture of performance
excellence and drives individual and team productivity.
5. Employee Well-being and Work-Life Balance: HR supports employee well-being through
initiatives such as health and wellness programs, flexible work arrangements, and employee
assistance programs. By prioritizing work-life balance and employee wellness, HR
contributes to employee satisfaction and productivity.

32
6. Diversity and Inclusion: HR promotes diversity and inclusion within the organization,
ensuring equal opportunities for all employees. By fostering a diverse workforce and
inclusive culture, HR enhances innovation, creativity, and collaboration within the
organization.
7. Compliance and Ethical Practices: HR ensures compliance with labor laws, regulations, and
ethical practices. This includes promoting fair employment practices, maintaining data
privacy and security, and adhering to diversity and inclusion guidelines.
8. HR Analytics and Data-driven Insights: HR leverages data analytics to gain insights into
workforce trends, employee performance, and engagement levels. This enables HR to make
informed decisions, identify areas for improvement, and optimize HR strategies and
processes.
 INFOSYS TRAINING:-
Infosys, being a global IT services and consulting company, places a strong emphasis on
training and development programs for its employees. While I don't have access to specific
data or metrics on Infosys' training programs, I can provide you with general information
about their training initiatives.
It's important to note that the specific training programs, methodologies, and approaches may
vary based on the employee's role, experience level, and business needs. Infosys continually
invests in training and development to ensure its workforce is equipped with the necessary
skills to meet client requirements and drive innovation in the IT industry.
1. Onboarding and Induction: Infosys conducts comprehensive onboarding programs for new
employees to familiarize them with the organization's culture, values, policies, and work
processes. This helps new hires integrate into the company smoothly.
2. Technical and Domain-Specific Training: Infosys offers a wide range of technical and
domain-specific training programs to enhance the skills and knowledge of its employees.
These programs cover various areas such as software development, quality assurance, data
analytics, cloud computing, artificial intelligence, and more.
3. Leadership and Management Development: Infosys provides leadership development
programs to groom and nurture future leaders within the organization. These programs focus
on enhancing leadership skills, strategic thinking, decision-making, and team management
capabilities.
4. Continuous Learning and Skill Upgradation: Infosys promotes a culture of continuous
learning and skill upgradation. Employees are encouraged to pursue self-paced online
courses, certifications, and attend workshops to enhance their knowledge and stay updated
with the latest industry trends and technologies.

33
5. Global Learning Platforms: Infosys has established global learning platforms that offer a
wide range of training resources and tools. These platforms provide access to e-learning
modules, virtual classrooms, knowledge repositories, and collaborative learning
opportunities.
6. Campus Training Programs: Infosys has training facilities and campuses dedicated to
training fresh graduates recruited through campus hiring programs. These training programs
help new graduates acquire the necessary skills and knowledge to start their careers in the IT
industry.
7. Mentoring and Coaching: Infosys emphasizes mentoring and coaching programs to support
the professional growth and development of its employees. Experienced employees and
senior leaders act as mentors, providing guidance, feedback, and support to junior employees.
8. Certification Programs: Infosys encourages employees to pursue industry-recognized
certifications relevant to their roles. The company may provide support in terms of resources,
study materials, and exam fees to facilitate certification attainment.
It's important to note that the specific training programs, methodologies, and approaches may
vary based on the employee's role, experience level, and business needs. Infosys continually
invests in training and development to ensure its workforce is equipped with the necessary
skills to meet client requirements and drive innovation in the IT industry.

34
1. Blended Learning Approach: Infosys follows a blended learning approach that combines
various training methods, including classroom training, e-learning modules, virtual instructor-
led training, hands-on workshops, and on-the-job training. This approach ensures a well-
rounded and flexible learning experience for employees.
2. Continuous Learning Culture: Infosys promotes a culture of continuous learning and skill
development. It encourages employees to take ownership of their learning journey and
provides resources and platforms for self-paced learning, allowing employees to upskill and
reskill as per their career aspirations and evolving industry demands.
3. Global Education Centers: Infosys has established global education centers, such as the
Infosys Global Education Center in Mysore, India. These centers serve as training hubs where
employees, especially fresh graduates, receive comprehensive training in technical, domain-
specific, and soft skills.
4. Subject Matter Experts and Trainers: Infosys leverages the expertise of subject matter
experts and experienced trainers to deliver high-quality training programs. These trainers
have industry knowledge and practical experience, enabling them to provide valuable insights
and real-world examples during training sessions.
5. Collaboration and Knowledge Sharing: Infosys encourages collaboration and knowledge
sharing among employees through various platforms and communities. This facilitates peer
learning and allows employees to learn from each other's experiences, best practices, and
innovative ideas.
6. Performance-based Assessment: Infosys incorporates performance-based assessments to
evaluate the effectiveness of training programs and measure the skill development and

35
 competency levels of employees. These assessments help identify areas of improvement and
provide feedback for future training initiatives.
 SWOT ANALYSIS OF INFOSYS:-

 STRENGTHS:-
1. Strong Global Presence: Infosys has a widespread global presence with offices and delivery
centers in numerous countries, allowing it to serve clients worldwide.
2. Robust Technological Capabilities: Infosys is known for its expertise in cutting-edge
technologies such as artificial intelligence, machine learning, cloud computing, and data
analytics, which enables it to offer innovative solutions to clients.
3. Strong Brand Reputation: Infosys has established a strong brand reputation for its quality
services, reliability, and commitment to client satisfaction.
4. Skilled Workforce: The Company attracts and retains top talent, with a highly skilled
workforce comprising professionals from diverse backgrounds and expertise.
5. Extensive Service Portfolio: Infosys offers a comprehensive range of services including
consulting, technology, and outsourcing, allowing it to cater to various client needs.
 WEAKNESSES:-
1. Dependency on a Few Clients: Infosys has a significant dependency on a limited number of
key clients, which poses a risk if there is a loss of business from these clients.

36
2. Geographic Concentration: The Company’s operations are concentrated in certain
regions, which exposes it to risks associated with specific market conditions or regulatory
changes in those regions.
3. Employee Retention: The high competition in the IT industry poses challenges in
retaining top talent, and there may be instances of attrition among skilled employees.
 OPPORTUNITIES: -
1. Digital Transformation: The growing demand for digital transformation services
presents an opportunity for Infosys to offer its expertise and solutions in helping
businesses adapt to digital technologies.
2. Expansion into New Markets: Infosys can explore untapped markets and expand its
client base in emerging economies, where there is a rising demand for IT services.
3. Strategic Partnerships and Acquisitions: Collaborations with technology partners and
strategic acquisitions can help Infosys enhance its capabilities, expand its service
offerings, and enter new markets.
 THREATS:-

1. Intense Competition: The IT services industry is highly competitive, with several global
and regional players vying for market share. This can lead to price pressures and
challenges in securing new clients.

2. Rapid Technological Changes: The evolving technology landscape requires constant

adaptation and investment to stay ahead. Failure to keep up with emerging technologies
can pose a threat to Infosys' competitiveness.

3. Economic Uncertainty: Global economic factors and geopolitical events can impact
client spending on IT services, leading to fluctuations in demand.

 PERFORMANCE MANAGEMENT IN INFOSYS:-

37
 CHAPTER – 4

SUGGESTIONS

 4.1 SUGGESTIONS:-
 Hema Ravichandar is the HR leader of the Infosys group and is given the challenging task of
ensuring that Infosys is in the top 10 list of both best performing companies and best
employers.
 Infosys had been ranked No.1 in the business Today Best employer survey both in 2001 and
2002 but it fell of the best employer list in 2003.
 From March 1993 to March 2003, Infosys had a compound annual growth rate of 65% and its
revenues jumped from US$5 Mn to US$754 Mn.
 Infosys was founded in 1981 by Narayan Murthy and six of his colleagues but before that it
encountered the hard reality of Indian bureaucratic and regulated environment and had a near
death experience.
 After a near death experience Infosys changed its strategy and shifted its focus from Body
shopping to Offshoring and Global Delivery model.
 Traditionally Infosys focused on lower end of IT value chain namely IT management and
implementation but over time Infosys moved towards providing higher end value added
services.
 There’s an emotional bonding at Infosys that enables employees to pursue their area of
interest and there’s also fun and community empathy at workplace along with the focus on
values.
 There’s a huge power and communication gap between the middle/senior managers and the
employees.

38
 CHAPTER – 5

CONCLUSIONS

5.1 CONCLUSIONS:-

The goal of the current study was to gauge the level of modern human resource practices and
compare them across a sample of IT firms in India. The demographic profile of workers in the
Indian IT industry has been evaluated using According to descriptive statistics, 20.3% of
respondents were between the ages of 20 and 30 and 42.7% of respondents fell into these age
categories, demonstrating that the IT sector caters to young people. Similar findings have
been published by [12]), who also claimed that the IT sector was geared towards young
people.

Modern HR techniques, such as work from home, flexible work hours, and recreational The
HR system in the IT business is dominated by facilities and the usage of ERP software. The
goal of Indian IT companies is to discover creative ways to lower employee stress levels. As a
result, plans have been made for special yoga and gym sessions as well as social gatherings
with employee families on the business grounds. Similar findings have been reported by [8,
[12], and [15], who identified the use of HR information systems, flexible work schedules,
work from home options, e-HRM and green HRM adoption, workforce diversity, and pay
equity for all groups in the workplace.

The study concludes that there are no appreciable differences in the use of contemporary
human resource practices among the selected IT businesses, TCS, Infosys, HCL, and Wipro.
This discovery is unique to this industry because no prior study comparing the human
resource practices across IT organisations has been conducted. It can be concluded that in the
Indian IT industry, the adoption of employee-oriented and innovative human resource
practices, where performance is rewarded and specific needs of the employees are taken care
of, leads to proactive employees who also encourage others to improve the effectiveness of
their work.

In recent years, numerous human resources (HR) surveys have named Infosys Technologies,
a well-known software firm with headquarters in India, as the nation's greatest employer. The
business was highly known for its accommodating HR procedures. By the year 2006, Infosys
had grown to a USD2 billion business, but the company's culture remained that of a small
business. By using one of the most rigorous selection procedures, Infosys was able to attract
the greatest talent from all around the world. A rigorous 14-week training plan was necessary
for all of the chosen candidates.

39
Every year, training was mandated for all staff, and a select few were sent to the Infosys
Leadership Institute to receive the training they needed to assume more responsibility within
the organisations. One of the first businesses to give its employee’s employee stock option
schemes was Infosys. The company used a variable pay system, meaning that each
employee's pay was based on their performance as well as that of their team, the company,
and the industry. Numerous Infosys best practices for human resource management are
highlighted in this scenario. It also talks about the difficulties the business has in keeping its
talented personnel.

The head of human resources, Hema Ravichandar, was assigned a new and challenging goal
to meet: by 2007, she must make sure Infosys is listed among the top 10 Best Employers and
Best Performing Companies lists. Due to the conflict between the requirement to limit costs
for financial performance and the expenditure necessary for employee satisfaction, no large
organisations had ever been able to achieve this distinction. Ravichandar was aware of the
humiliating events in the past that had made Infosys aware of the challenges it would face as
it grew from a small to a large organisations. By giving workers a variety of opportunities,
training resources, and workplace improvements, corporate organisations continue to invest
in their workforce. According to Sir William Petty in 1961, a company's true asset is its
workforce. Additionally referred to as human capital, human assets, knowledge capital, or
intellectual capital, employees are people.

The American Accounting Association's committee has described HRA as "the process of
identifying & measuring data about human resources & communicating this information to
interested parties”. Only businesses with the necessary knowledge and technological know-
how can thrive in the age of information. Adequate knowledge of the effectiveness and value
of their human resources. This investigation aims to assess Infosys Ltd.'s human resources.
Annual reports, Infosys, and other sources provide the secondary data. Infosys produced
website and supplementary information reports between 2000 and 2019. According to the
investigation, Infosys Ltd. voluntarily embraced human resource practices and discloses
information about them in annual reports to all of its stakeholders

But in addition to human resource values, Infosys Ltd. should also disclose information on
idle time, employee loyalty, lockouts, training and development costs, group-age-specific
human resource values, and amortization of human resources, group-age human value, and
other similar topics. For the country's growth and development, the government and
regulatory organisations should take the necessary steps to incorporate human resource
practices into commercial accounting.

40
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