Human Resource

Management

Presented By:
• Ram K
• Sumeet S N
• Sayan Das
• P Sharat Chandra
• Bhubaneshwari T
• Sandhyarani G
 The Growth Story- Infosys
• 1981: Established by N. R. Narayana Murthy and 6 engineers
in Pune, India, with an initial capital of $250
• 1983: Body Shopper. Relocates to Bangalore (HQ)
• 1987: Opens first international office in Boston, US
• 1999: First Indian Co listed NASDAQ
• 2005: “The Best Company to work for in India”, Business
Today
• 2006: Revenues cross $2 bn. Employees grow to 50,000+;
Murthy retires, Dataquest “Dream Co to work for”
• 2007: Infosys crosses revenues of US$ 3 bn. Employees grow
to over 70,000+
• 2009: Revenues beyond $5 bn Employees 100,000+
 The Company
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."
Values
– Customer Delight: To surpass customer expectations consistently
– Leadership by Example: To set standards & be an exemplar for the industry
& ourselves
– Integrity and Transparency: To be ethical, sincere and open in all our
transactions
– Fairness: To be objective and transaction-oriented, and thereby earn trust
and respect
– Pursuit of Excellence: To strive relentlessly, constantly improve ourselves,
our teams, our services and products to become the best
"One should be trustworthy with all in one's dealings. It is on
such foundations that great organizations are created.“
- N. R. Narayana Murthy
(Chairman and Chief Mentor)

“We have developed systems for hiring, training and retaining

employees like an elaborate science.”
- Nandan Nilekani
(Former Co-Chairman)
 International Business Strategy
• Focus on Human Resources

• World Class Operation Model

• Provide Managed software solutions

• Exploit a Well Established offshore development

model

• Maintain equitable Client and Business Mix

 Human Resource Strategy
Recruiting
Training

New Selection
recruits Orientation

CHIPS Employees

Appraisals Referrals

ILI Job Posting

 Recruitment
• 70% College Grads; 30% Lateral Workers
• Infy Vs Harvard
• Notifications & recruitment and methodology:
– Advertisements, Campus, Websites mainly, Tests (arithmetic, reasoning,
analytical thinking, English etc) before interviews.
• Interviews to assess:
– Learnability
– Proficiency Competence
– Qualifications & Academic excellence
– Analytical Ability
– Team Working Aptitude
– Leadership Potential
– Communications Skills
– Innovation Skills etc
 A d
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 Orientation & Training
• New Recruits
– Orientation (first 3 days)
– 14.5 Weeks (Rigorous Training)
– GEC (Global Education Centre) Mysore
– Tech Courses, Live Projects
– Soft Skills Development
– Best Practices Viz. Involve Customers, Learn
by Practice, Integrated learning, group
learning, measure & act, curriculum review
etc.
 Employee Training
• Employees
– Technical Training
– Managerial Training
– Soft & Language Skills
– Domain Training
– CHIPS
 Infosys Leadership Institute
• Succession Plan
• Grooming Executives
• Build desired Leadership styles
• Training on:
– Organizational Change
– Transformational leadership
– Nurturing Excellence & Creativity
– Future Leadership roles
 Infosys Leadership Institute
The 9 Pillar Model (Leadership Development Program):
1. 360 Degree feedback (Mandatory)
2. Developmental Assignment
3. Infosys Culture Workshop
4. Developmental Relationship
5. Leadership Skill for Training
6. Feedback incentive programs
7. System process learning
8. Altruistic learning
9. Action learning
 Performance Appraisal
• 360 Degree Appraisal
• Yearly Twice
• Parameters
– Technical
– Personal Skills
• VPP, Incentivized Salary
• 3 tiers of Performance
• Currently (2006 onwards) Deferred Compensation
Scheme
 Infosys Culture
• Culture of a Small Company
• Small Groups
• Managers- Mentors
• Value to right Ideas (E.g. Laura)
• Milestones Program
• Motivation by Communication
• Town-Hall meetings
• Work Life Balance
 Key Issues
• Shortage of Engineers leading to recruitment of
Science Grads.
• Dilution of Culture due to Global Expansion
• Meeting Employee Expectations
• Absence of Challenging jobs
• Attrition rate (Compared to other Cos)
• Attracting Global workforce
(with domain expertise)
2010 Data